Do you need to consolidate the hybrid work of your organization? Use Appreciative Inquiry
The world of work has undergone a clear transformation in the last three years. Organizations of all sizes and sectors have been forced to redesign their work models, and the way they manage talent will never be the same.
The hybrid work format seems to be the most widespread formula in this new reality. In fact, in the United States, for example, almost 80 percent of employers indicate that they will maintain this model after the pandemic.
However, not all companies are prepared to face the implementation of a hybrid model, while on the other hand, professionals expect that their jobs will be hybrid after the pandemic. In other words, if companies do not adapt to these flexible models that their personnel expect, they will see the commitment of their workers fall and staff departures increase.
In fact, in 2021 the “great resignation” began, an economic trend in which millions of workers decided to leave their jobs in the United States, in many cases because they were dissatisfied with their working conditions.
Organizations that want to emerge stronger from this changing context must focus on people, actively listening to what their professionals want and understanding that their preferences have changed.
Hybrid work is becoming a great ally in attracting and retaining talent, as well as being a magnificent opportunity to create facilitative work spaces.
The problem is that not all companies or all their professionals are prepared to commit to hybrid work models.
Spanish workers, like those of other countries, are happier and more productive if their company has adopted a hybrid model and they are able to use it. This is reflected in the Cisco Hybrid Work 2022 study, which has been carried out among workers in different countries.
In fact, and according to figures reported by the consultancy McKinsey, 59 percent of young people between the ages of 18 and 39 would leave their jobs if they were not offered the flexibility to also work from home.
There are still, of course, people who offer resistance; some because they don’t want to go back to the office, people, for example, who don’t want to lose that valuable time gained from avoiding the traffic. And others who are tired of working at home and want to return to the office five days a week because they consider that there is no better way to integrate and feel part of a team than physically interacting with others in their work area.
Each to their own. But it’s clear that this diversity of opinions is a challenge for companies.
How to make the most of hybrid work
From Madavi we suggest you see this as an opportunity, and not as a problem.
Imagine that you have all the people in the company fully aligned to get the most out of both formats – that is, the most out of the hybrid system.
We are experts in identifying the best of what there is in each situation, and therefore, we help people and organizations to see the advantages of working remotely and the benefits of working face-to-face.
This exercise also greatly increases the motivation of teams. And the speed of a fast and effective implementation of the hybrid format.
Appreciative Inquiry, a methodology used by Madavi with excellent results, addresses the implementation of new ways of working in an organization, with an approach that is creative, effective and positive.
But since every company and every person is different, each “treatment” must be unique.
Appreciative Inquiry is a change methodology based on strengths. It means appreciating the best of what there is: strengths, resources, opportunities (in this case, in each of the formats). It focuses on exploring and discovering the moments of greatest excellence through inquiry and visualizing new potentials and opportunities by bringing together collective knowledge.
It is more than a tool, more than a methodology: it is a way of thinking and acting, and a philosophy of change and organizational management. With exceptional results; that’s what our clients say. See our success stories.