The most forward-looking organisations are actively thinking about the future of work.  They are considering the lessons learnt during the pandemic and reimagining how work is done, how people are led and managed, how they can learn, innovate and collaborate, and whether they need to be physically in an office at all.

While implementing policies around new ways of working will be important, it will be how organisations equip managers with the skills and tools to make the right judgements at a local level which will be key.

Many organisations are focused on the short-term operational issues – particularly supporting the physical return to the workplace.  However, there are longer-term issues and opportunities which hybrid working brings; organisations risk missing these without the adequate listening and support mechanisms in place.

Montfort advise that the preparations around hybrid working should focus on creating a blueprint for the longer term, which fully addresses the issues and opportunities across the four key pillars of the future workplace:

  1. Commercial
  2. Cultural
  3. Physical
  4. Technological

Our approach for developing this blueprint is based on 3 stages:

  1. Gathering employee insight– listening to the preferences and requirements of employees to help shape the organisation’s response
  2. Taking an integrated approach– gathering subject matter expertise from across the organisation
  3. Developing a blueprint for future working– based on the insights of employees and experts, the blueprint should not only cover the physical and technology agenda, but commercial and cultural issues as well

The blueprint will need to be revised and adapted based on what works, and what does not. Keeping continuous feedback loops in place with managers and employees is crucial.