As Covid restrictions are lifted more and more organisations are eager to returning their work back to “normal” but, what is “normal”? Is it reasonable to assume we will pick up our habits as they were in February 2020? Or is it not realistic to assume you can pick up right where we left off before Covid hit? It would be nice if it were that simple, but I doubt it. It’s more safe to assume that the work environment will become more hybrid. Every corporate culture article, corporate culture example or leaders guide to corporate culture that has been published in the past months discusses the “return after COVID”. So in this blog, I would like to add my view on the subject.
At my current work, as a bachelor level lecturer, we now have the option to work from home, or come to work. In a team meeting you can be there physically, or join virtually. Teaching sessions can be online, on campus or hybrid. The options are endless and fit everyone’s needs ánd schedules. Which is important in the light of work-life balance. I will get back to that in a bit.
My last blog was about aligning your corporate culture successfully and this blog will stay on the same topic, because aligning your work culture is even more important in a new hybrid environment. One way to do this is to focus on cultural drivers as a set up for your success. There are 5 cultural drivers and I will get back to those at a later time. For now I will share with you what these drivers focus on:
- leadership & communication
- values & rituals
- human capital
- work teams & structures
My guess is that, by just looking at these 5 you notice that the focus is on “getting a fresh perspective” on all major “corporate culture check points”. Why? Because in this “new normal” the most important factor for your employee is the effective work-life integration. Here comes that balance I was referring to. How to juggle going from fulltime “home office” to a new and more flexible work situation?
Like my previous example from my work, where I can plan, schedule and integrate my work-life jobs and appointments both online and offline, fitting that specific day’s need. Do my kids finish school early that day? I will work from home. Do I feel like my students can benefit more from seeing me in real life instead of on the screen? I organise a live Q&A, separate from their course program.
Flexible working and thereby teams are the new norm, that means organisations now have the opportunity to create new processes (and blow up old ones while they are at it). Organisational culture or corporate culture or workplace culture basically always comes down to “the way we do things around here”. In flexible teams, where hybrid working blends on site and off site work an aligned corporate culture is crucial for the people in your team to feel supported. This is not related to either the role of the employee, nor to how long they have been in your team. A way to learn how to work together in this new normal is to formulate an employee reboarding strategy.
Reboarding strategies provide managers with the tools they need to create a well working hybrid environment for their teams. Even if your company has a high-functioning culture you still might need to calibrate your cultural drivers. Being able to coach and develop your team will make your team members perform at their best! More information on how to start? Book a free discovery call! Want to know more about applying the previously mentioned cultural drivers? Stay tuned for the next blog, were those 5 focus points will be addressed separately.