How to nail your hybrid working strategy? Experiment, analyse, respond and repeat.

This is your opportunity to rethink work. There are a lot of unknowns in hybrid working, but fortunately leaders already have the resources to make more-informed decisions, keep the organisation connected, get ahead and stay ahead.

Nearly all remaining Covid restrictions ended on 19 July in England, including the guidance to work from home. Now, guidance says to return to the office “where you can”, while being urged to exercise “extreme caution” and to take “personal responsibility”.

It’s confusing and there are a lot of unknowns. Throughout the pandemic it felt like the only constant has been change, and this level of uncertainty will only continue in the future.

Employers are underestimating the disconnect and failing to realize that the ‘finish line’ is a mirage.

It’s time for leaders to get real about hybrid, McKinsey 2021
Your whole ecosystem will be working differently. Customers, suppliers, advisors, partners and critically, your employees will have different attitudes to working. As well as this, some people are eager to return to the office, some are dreading it, and others remain undecided. Combine this with the profound changes that many individuals have experienced while living through the pandemic, and the risk of a disconnect between leaders and their people continues to grow.

For all that we've been able to achieve while many of us have been separated, the truth is that there has been something essential missing from this past year: each other.

Tim Cook, Apple Ceo

Moving forward

What works for one company may not work for yours. What works for one person may not work for another. So how are you going to strike the best balance for everyone?

Making decisions will call for a highly-responsive approach, driven by real-time, live data analytics.

The key is to be ready to respond to the changing needs of your organisation. This demands investment into your situational awareness and a real-time understanding of the true impact of your policies, which then allows you to drive faster, more actionable insights to make well-informed decisions.

Situational awareness goes far beyond the traditional static survey, which gives just a snapshot of your employee voice at one moment in time. Instead, the ability to understand the connectivity of your organisation, how people need to work together to succeed, behavioural change over-time and the evolving impact of leadership decisions on your employees is essential. This continuous assessment means that the job will never be ‘done’.

Trying to do it all and expecting it all can be done exactly right is a recipe for disappointment. Perfection is the enemy.

Temporall’s Hybrid Work Assessment

Sheryl Sandberg, Facebook

It’s almost undeniable that getting this next phase right will be the competitive differentiator of a generation. So at Temporall, we want to help organisations of all shapes and sizes get ahead and stay ahead in the hybrid future of work.

You already have the resources to succeed: your organisational data, your work systems like Slack or Microsoft Teams, and your personal experiences of the last 18 months or so. We have the platform and team of experts that help you harness these for success.

We have an incredible team of behavioral and organisational scientists who help build our Workbench platform, which brings leaders real-time insights into your hybrid working strategy.

In the coming weeks, we’re launching the Hybrid Work Assessment, and sharing critical insights from this team of behavioural and organisational scientists, and enterprise leaders.

Whether online or offline, in-sync or async, remote or in-person the connection between people and teams is central to the way work gets done in the contemporary organisation. Organisational Network Analysis (ONA) must therefore be a central part of your assessment – going beyond just what people say, but how they act, respond to change and collaborate too.

Conducting an organizational network analysis is key to measuring how well your teams are working together. ONAs can enable you to answer critical questions about how your in-office, hybrid, or remote work strategy is impacting your teams.

Rebecca Hinds, Asana

ONA is the most powerful way to visualise how communications, information, and decisions flow through your organisation. It helps build an unbiased map of your critical hubs, demonstrates how people work together across different environments and how networks are evolving over time. This technique is central to our Hybrid Work Assessment.

Temporall ONA visualisation of nodes and connections within an organisation based on system integration data. The visualisation displays a number of nodes on the periphery of the network map; employees with very few – if any – connections. Filter this data on Temporall to get to the heart of what that means for your organisation.

Contact us to see how our Digital Workplace Analytics platform can help you drive better business outcomes.

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