Career Questions You Should Ask

Employees who can work remotely are considering their options, which is an intricate management wrinkle for companies.

Consider that:

• 9 percent of the workforce wants to return to the office for a full five days a week, according to the CHG Healthcare survey.
• 81 percent of people who have been working from home through the pandemic either don’t want to go back or prefer a hybrid schedule, according to the Harvard Business School survey.

These, and many other surveys, highlight that working remotely (aka hybrid) is top of mind for employees, but doing so does not come without questions.

• How much do I really need to be in the office?
• How will a hybrid model impact my career path?
• Should I look for a job at a company where most employees are remote?

In addition, many employees still aspire to propel their careers forward, recognizing the importance of executive visibility and access to mentors and sponsors, which already impedes diverse talent.

While there are benefits and unknowns, many employers are working to understand the potential long-term impacts and dynamics of a hybrid workforce related to team dynamics, operations, and preferential treatment for in-person employees.

In executive discussions on this topic, these questions surfaced often:

·      How do leaders maintain a level playing field for hybrid employees?

·      How do leaders shift their mindset & actions to manage a hybrid workforce effectively?

·      How do leaders avoid favoritism based on in-person participation?

·      How do leaders foster an inclusive culture?

·      How do leaders keep information exchange flowing?

·      How do leaders encourage collaboration and contribute while the dynamics vary?

Even with some known peaks in productivity and the ability to hire remote talent, the effects on innovation, co-worker camaraderie, and career advancements will need new strategies. Especially as impromptu discussions and unexpected synergies are not as likely with remote workers as scheduled interactions are often required.

With so many unknowns, it is going to take time, patience, and focused efforts on both sides:

Employers:  The employee-employer dynamic is shifting. Getting a jump start on these new dynamics of managing, supporting, and engaging can be a corporate differentiator while retaining and attracting talent. Although the shifts are substantial, seeking to understand why remote or hybrid is desired and what scenarios are possible can create opportunities for the organization and employees.

Employees: You are part of the solution. There are trade-offs and opportunities in new engagement models. Being part of a team impacts the information you receive, the relationships you develop, and the opportunities you receive. Being hybrid for the long-term will require new levels of effort as an employee. With this, it is essential that you work to stay engaged in the team. As being a hybrid worker, it will take extra effort on your side to develop relationships, get access and align to the work that fuels your career goals.

We are embarking on the next generation workforce requiring new processes, engagement models, expectations, and mindsets.

Your thoughts? Your feedback?

LinkedIn @jjdigeronimo

Article: https://www.sbnonline.com/article/questions-engagement-models-and-career-paths/

Studies: https://chgcareers.com/blog/return-to-work-survey/ and https://news.harvard.edu/gazette/story/2021/03/survey-reveals-what-worked-about-online-work/