Manuela Velez
Head of People
Tul
/
Expert Contributor

Ensuring Mentally, Physically Healthy Talent Boosts Companies

By Manuela Velez | Fri, 07/29/2022 - 09:00

The pandemic left us with a holistic vision regarding work, interaction and productivity. In particular, hybrid and remote work are the trends in 2022 that companies will have to embrace in their workplace, schedules and management methods to remain competitive in the market.

To zoom in on a holistic view of the hybrid model, we must understand its textual definition: "hybrid" refers to a being or object made up of two or more elements of the same nature. So, when we refer to this term in the workplace, we are creating a combination of remote and professional work in different modalities related to demand and strategy.

Some hybrid models can be managed as 50-50, 70-30 or 90-10, with everything depending on the needs of the organization and the role that each talent occupies in the workforce. Some companies and experts have segmented it into four types:

● Hybrid and flexible work model: Employees choose their location and work schedule based on their priorities for the day. That is, if they need to meet or focus time on a specific project, they can choose to work from home or in a coffee shop, hotel room or any other location (Domestika, Zapier, Appvertiser).

● Hybrid work model: The company defines the days and times when employees can work remotely or in the office. Teams determine their work schedules in the office and have planned home office days per month or week ( Twitter, Conekta).

● Hybrid work model that puts a priority on the office: Employees go to the office but have the flexibility to choose some days a week to work remotely (Santander, HubSpot, Netflix, NuBank, Tul).

● Hybrid work model, remote first: In this model, employees work remotely most of the time and have occasional visits to the office or other meeting points to co-create and generate face-to-face knowledge (Chiper, Turing, Nomada Latam).

Companies like Microsoft have taken the time to understand their talent, the new dynamics of work, and the multicultural and generational interactions in their workspaces. “Today's employees have high expectations of what they want from work, and flexibility and wellness have become non-negotiable. Understanding and keeping pace with new expectations is the key to making hybrid work work." [1]

The pandemic has taught us that time and well-being are priceless, so the hybrid work model can contribute a great deal to keeping our talent motivated and engaged with the business’ strategy, while keeping their quality of life in mind. As leaders within companies, we have the great challenge of creating wonderful experiences for our talent to be productive. The truth is that whatever the desire to develop a new workspace, it is vital to start with research on talent habits and expectations, workflow, organizational culture and the company's long-term objectives.

With the hybrid model, the workplace is no longer an infrastructure within four walls; the corporate office has become an ecosystem of talents that manage their challenges from home, in coworking spaces and in the office.

This leads us to think much more about the needs of our teams, with a focus on the person, balance and quality of life, development of power or functional skills for team management, quick decision-making with a 360-degree impact, changing environments and very agile ecosystems, self-management, trust and empowering each role regardless of their location in the workforce. The successful company belongs to everyone:

When you think about the costs of an organization, the second-highest cost on the company's balance sheet other than people or human capital is real estate. And when that real estate is completely inflexible and, frankly, when it's completely empty or underutilized, it's a very capital-intensive cost. This holistic view has beneficial aspects, including:

● Being friendly to the environment and people's time by reducing the time spent commuting to the office by public or private transportation.

● Avoiding the spread of diseases.

● Balance and quality of professional and personal life, having the ability to organize our agendas and meet our personal needs, relieves stress, allows us to share with our loved ones while meeting our professional challenges.

● Increased productivity, because people will recover their time and be more productive because they can schedule their days according to what they need to do.

● Improved employee experience, giving the opportunity to optimize times, places and agendas. Having the possibility to self-manage and decide how to work generates greater satisfaction.

● Reducing the fixed cost of physical spaces with fixed workstations.

● Increased attraction and retention of talent. Time and well-being are two vital factors in this era and all generations seek flexibility and life balance. Understanding this allows us to attract and hire the best talent, relying on them as a key piece for the development of the business’ strategy.

● Promotes innovation: One psychologist refers in his studies to leisure as a factor that “allows the mind to temporarily disconnect from reality as we experience it so that new possibilities and a new reality can emerge.” [2]

If by being flexible, understanding the needs of our teams and generating quality of life for our talent we achieve greater engagement, why not generate spaces of connection, co-creation and culture that generate a sense of belonging, productivity and move the needle of the business achieving common success? Having mentally and physically healthy talent is a gain for all companies.

 

[1] Microsoft. "Hybrid Work." Microsoft.

[2] (Csíkszentmihályi, 1996). Creativity: Flow and the Psychology of Discovery and Invention. New York.

Photo by:   Manuela Velez