Q: As a talent leader, what key factors are shaping your outlook towards the new ways of working in the emerging hybrid workplace?

Technology, inclusivity, and flexibility are pivotal in shaping our approach to the hybrid workplace. Implementing the right technology and establishing clear “rules of engagement” are crucial for navigating this new landscape. For employees who prefer remote work, creating an environment that matches the rewards of in-person work is essential. Technology is central to this, enabling business continuity and sustaining productivity.

We must also align with employee expectations to retain top talent, which means fostering opportunities for meaningful connections. Success in a connected workplace hinges on embracing a flexible culture that supports both employee autonomy and well-being. Our recent Employee Engagement Survey highlighted that lack of flexibility could prompt employees to seek opportunities elsewhere.

Creating a sense of belonging is crucial. We need to better understand how to make employees feel included within hybrid settings and address any unintended consequences. Effective hybrid work requires intentional and empathetic leadership to guide the organization. Leaders must recognize the diverse needs of their workforce and facilitate inclusion to unlock higher productivity and engagement. Prioritizing individual needs and ensuring policies and processes support choice and inclusivity are key.


Q: How has the renewed focus on communication, engagement, wellness, and productivity impacted your employee experience strategy?

A robust employee experience (EX) strategy today centers on transparency, technology, recognition, collaboration, well-being, and diversity. These elements drive deeper involvement and satisfaction among employees.

The past 18 months have underscored the need for investing in the human aspects of work. Employees are seeking renewed purpose, interpersonal connections, and a sense of shared identity. While pay and benefits are important, employees want to feel genuinely valued and engaged. Frequent, meaningful communication is essential for maintaining a sense of belonging and purpose.

Accessible leadership is crucial in remote settings, helping to build trust and uphold the organization’s values. Leaders must offer regular opportunities for informal interactions and ensure new hires understand the company's values and cultural expectations.

Digital transformation remains a priority to support remote and hybrid work. This includes reimagining our business model with advanced digital tools that integrate technology, people, and processes. We’re also refining norms and rules for work, focusing on outcomes rather than hours worked. Hybrid engagements like Happy Zooms help maintain connections and collaboration.

Q: What are some ways employers can make business agility and operational excellence a reality for a distributed workforce?

Addressing the challenges of a distributed workforce involves both operational and people-oriented solutions:

Continuous and Inclusive Communication: Establish clear policies for communication frequency and channels. Respect personal time by avoiding after-hours communications unless urgent and use shared drives for documents rather than email attachments.

Recharge and Reinforce Shared Culture/Community: Maintain culture by facilitating non-work-related conversations. Regular virtual gatherings that focus on personal interests help strengthen relationships and build a cohesive team.

Open and Transparent Engagement: Ensure every employee feels valued and supported through open platforms such as townhalls, surveys, and feedback channels. Tailor approaches to the diverse needs of teams.

Q: If you could offer one piece of advice for leaders in the new world of work to improve workforce and workflow management, what would it be?

Design policies and processes with people at the core and practice with empathy. Communication and empowerment are crucial. Leaders should focus on outcomes rather than managing processes and streamline reporting to reduce unnecessary meetings and documentation.