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Commentary: Hybrid work? Flexible hours? Here’s how we can respond to changing workplace trends and preferences

From the resounding call for a return to the office to the resolute preference for hybrid work, the landscape of work is shaping itself in response to the aspirations of both employers and employees. 

From the resounding call for a return to the office to the resolute preference for hybrid work, the landscape of work is shaping itself in response to the aspirations of both employers and employees.

From the resounding call for a return to the office to the resolute preference for hybrid work, the landscape of work is shaping itself in response to the aspirations of both employers and employees.

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From the resounding call for a return to the office to the resolute preference for hybrid work, the landscape of work is shaping itself in response to the aspirations of both employers and employees. 

For organisations to succeed, it's crucial to anticipate and adapt to the changing nature of work. Here are some ways employers and employees alike can effectively respond to the changing landscape of work, addressing emerging needs and expectations in 2024 and beyond.

1. THE PUSH FOR RETURNING TO THE OFFICE 

Ninety per cent of companies are pushing for a return-to-office (RTO) by the end of 2024, with organisations citing concerns about diminished productivity, collaboration, and culture loss.

Despite this, the preference for hybrid work remains strong, especially in Singapore. In fact, 85 per cent of Singaporean workers are keen on a hybrid work model, showed a June 2023 survey by data analytics company Valuvox on behalf of Indeed, significantly higher than the global average of 66 per cent.

With commuting being the top barrier to office attendance, employers must ask: “How can we make employees’ commute worthwhile today?” 

To start off, organisations must prioritise a human-centric approach to space utilisation, focusing on a design that fosters culture, innovation, productivity, comfort, and fun. 

Intentionally redesigning spaces and tailoring them to employee usage patterns and needs are crucial. For example, central collaboration areas that promote socialising opportunities allow the office to become a hub to connect, while smaller “huddle” rooms can replace larger meeting rooms to facilitate informal or impromptu meetings. 

Considerations such as lighting, acoustics, multi-screen configurations, and audio capabilities with modular microphones ensure visibility and audibility in meetings. 

Design spaces to be flexible and adaptable to various needs, such as implementing remote room reservation systems that enable individuals to reserve rooms or spaces.

2. WORK FLEXIBILITY

The prevalence of the hybrid work model highlights the importance of workplace flexibility, extending beyond where we work to when we work. As workers’ expectations evolve, rigid work schedules of the past may no longer cater to diverse needs and preferences.

For those collaborating across different time zones, adhering strictly to a nine-to-five schedule becomes less crucial.

Work scheduling flexibility includes options such as adaptable start and end times. Particularly for those collaborating across different time zones, adhering strictly to a nine-to-five schedule becomes less crucial. Offering flexibility empowers organisations, enabling their workforce to manage time effectively, achieve a healthier work-life balance, and contribute to a more engaged and motivated team.  

However, this delicate balancing act is easier said than done. Establishing robust communication channels and practices is essential to keep varied work schedules from impeding internal collaboration. 

Equipping teams with collaboration tools for file sharing, project management platforms and desk booking systems are some ways to foster seamless collaboration while preventing inefficient overlaps and clashes. 

3. HYBRID MEETINGS 

Hybrid meetings often raise concerns about the unequal playing field between in-person and virtual participants. According to Logitech’s hybrid meeting survey, 54 per cent of virtual attendees felt they had fewer opportunities to build rapport among meeting participants in a virtual meeting, and 38 per cent felt less included compared with in-person participants. 

New video conferencing technology can help to improve productivity and facilitate equity and inclusivity in hybrid work environments. 

Tabletop cameras integrated with AI features, such as the Logitech Sight, intelligently capture optimal perspectives of meeting participants, seamlessly track conversations, and optimise audio quality. This fosters dynamic exchanges between in-person and remote participants.

AI-powered transcription and note-taking services, integrated into popular video conferencing platforms enhance collaboration by capturing every detail of the conversation. This eliminates the need for participants to take notes during meetings, allowing them to stay fully engaged and productive. 

4. EMOTIONAL WELLNESS

A meaningful and fulfilling work experience is now a cornerstone for attracting and retaining top talent. According to a 2022 survey by mental health advocacy organisation Silver Ribbon, a sense of fulfilment and work-life balance matter more to Singaporeans than monetary compensation when picking a job. 

Helping employees find purpose in their work not only enhances job satisfaction but also contributes to a positive and engaged workforce. 

Organisations can achieve this by establishing and effectively communicating a clear mission as well as a framework for employee involvement. 

They should also strive to provide ongoing opportunities for professional and personal development through courses, tasks, or projects tailored to employees’ skills and interests.

Fostering a supportive culture is an essential element in creating a healthy work environment, says the author.

Furthermore, fostering a supportive culture is an essential element in creating a healthy work environment. Leaders can lead by example by prioritising open communication, casual check-ins, or creating safe spaces for honest feedback. 

Demonstrating genuine concern for team members’ well-being is also important. Championing simple behavioural shifts, like encouraging regular breaks and avoiding back-to-back meetings, also helps reduce stress and prevent burnout. 

The design of the physical workspace also plays a crucial role in promoting employee health and comfort. 

Investing in ergonomic furniture and business-grade tools such as external monitors, mice, keyboards, and adjustable headsets tailored to individual comfort preferences can promote employee health and comfort in the physical workspace.

THE EMPLOYEES’ PLAYBOOK

Employees have a key part to play in fostering organisational success and creating a positive, cohesive work environment. It’s essential for them to understand how to best respond to the strategies outlined above. 

To start, employees should prioritise productivity and efficiency over mere presence or time spent in the office. 

Alongside using communication tools for seamless collaboration across diverse schedules, it’s critical that they remain open to embracing new technologies being implemented, and strive to effectively integrate them into their workflows. 

Furthermore, employees can help nurture a supportive culture by actively participating in open communication and feedback channels. 

By sharing their honest and objective views and responses, they can help to create a better work environment for all.

THRIVING IN A NEW ERA

Success hinges on embracing change and anticipating the needs of the modern workforce. Companies can set themselves up for success by focusing on the betterment of work-life harmony for employees, leveraging suitable technologies to improve productivity and inclusivity, and investing in efforts to foster positive and healthy experiences for workers. 

Organisations that strive to be responsive to the evolving expectations of the workforce will not only be equipped to navigate uncertainties, but also position themselves to thrive in this new era of work.

ABOUT THE AUTHOR:

Sharon Seah is the B2B country head of Logitech Southeast Asia.

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hybrid work remote work

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