Autonomy and Intentionality Offer Key Competitive Advantage
In a rapidly evolving work landscape, flexibility, autonomy, and intentionality have emerged as critical elements for fostering productivity and employee satisfaction. The pandemic has accelerated the shift toward remote and hybrid work models, prompting companies to reassess their operational strategies. In a recent interview with Stacy Parkinson, VP of People and Culture at Sharethrough, we explored the nuanced dynamics of these work models and the competitive advantages they offer.
Understanding the Return to Office Push
As companies like Disney and Starbucks mandate a return to the office, many wonder about the rationale behind this move. Parkinson highlights several perceived challenges with remote work, including concerns about productivity, collaboration, and employee engagement. “There’s a negative perception that employees are more distracted and less productive at home,” she notes. Additionally, the belief that certain meetings, such as training and brainstorming sessions, are more effective in person persists.
Yet, reality contradicts these perceptions. Research from Stanford University shows that hybrid work can increase productivity as employees adapt and leverage collaborative technologies. Parkinson described how Sharethrough has embraced a hybrid workforce, witnessing firsthand the benefits of flexibility and autonomy for their employees.
The Autonomy Advantage
One of the most compelling arguments for remote work is the increased autonomy it offers employees. Parkinson emphasizes that measuring output rather than time spent in front of a screen is crucial. “Providing options for where employees can do their best work is key,” she says. Sharethrough’s approach includes offering WeWork passes, monthly allowances for home office expenses, and a “work from anywhere” program, allowing employees to work from various locations, including international destinations.
This autonomy fosters a sense of trust and empowerment among employees, leading to higher creativity and productivity. Research supports this, indicating that knowledge workers perform better when empowered and given more control over their work.
Intentionality in Building Connections
A common concern with remote work is the potential weakening of employee connections. Parkinson stresses the importance of intentionality in fostering a sense of belonging. “Simply asking employees to come back to the office without a clear purpose won’t help,” she asserts. Instead, Sharethrough organizes purposeful gatherings, such as planning sessions, brainstorms, and social events, to ensure meaningful in-person interactions.
For onboarding new employees, Sharethrough facilitates physical onboarding sessions and workshops, even flying employees in when necessary. These efforts are designed to create a strong sense of community and involvement, which can often be lacking in remote settings.
Addressing the Skeptics
Despite the proven benefits of remote work, skepticism remains. Many managers suffer from “productivity paranoia,” doubting the effectiveness of their remote teams. Parkinson believes this stems from a pre-pandemic mindset where control was equated with productivity. “It’s about letting go and gaining more by showing trust in your employees,” she explains.
Sharethrough combats this skepticism by focusing on clear objectives and allowing employees the freedom to achieve them in their preferred manner. This approach has not only maintained but enhanced productivity, as employees appreciate the trust and flexibility they receive.
Balancing Customer Needs with Employee Flexibility
In a customer-centric business, aligning work arrangements with client needs is crucial. Sharethrough’s geographic expansion into Europe, for instance, ensures responsiveness across different time zones. This move not only caters to client needs but also leverages the flexibility of remote work to provide timely and effective service.
Parkinson underscores the importance of open communication and the use of various productivity tools to maintain this balance. “We pride ourselves on being very available to our clients, regardless of where our employees are working from,” she says.
Prioritizing Health and Wellness
An often-overlooked aspect of remote work is employee health and wellness. Parkinson points out that Zoom fatigue and the blurred boundaries between work and life are real challenges. To address this, Sharethrough promotes good meeting hygiene and encourages asynchronous communication to minimize the need for constant Zoom calls.
“Setting boundaries and maximizing asynchronous communication can help employees find a better balance,” Parkinson advises. This approach not only enhances productivity but also ensures employees’ mental and physical well-being.
Conclusion
The shift towards remote and hybrid work models offers significant competitive advantages for companies willing to embrace flexibility, autonomy, and intentionality. As Sharethrough’s experience demonstrates, trusting employees, being purposeful about in-person interactions, and prioritizing health and wellness are key to thriving in this new work environment. By letting go of outdated perceptions and focusing on what truly drives productivity and satisfaction, companies can harness the full potential of their workforce – even if doing so represents one of the most challenging aspects of the future of work, as I tell my clients in helping them overcome the frustrations of refining their flexible work models. As the work landscape continues to evolve, those who adapt thoughtfully and intentionally will be best positioned for success.
Key Take-Away
Flexibility, autonomy, and intentionality are crucial for enhancing productivity and employee satisfaction in hybrid work models. Trusting employees and prioritizing meaningful interactions drive success in the evolving work landscape. Share on XImage credit: Antoni Shkraba/pexels
Dr. Gleb Tsipursky was named “Office Whisperer” by The New York Times for helping leaders overcome frustrations with hybrid work and Generative AI. He serves as the CEO of the future-of-work consultancy Disaster Avoidance Experts. Dr. Gleb wrote seven best-selling books, and his two most recent ones are Returning to the Office and Leading Hybrid and Remote Teams and ChatGPT for Thought Leaders and Content Creators: Unlocking the Potential of Generative AI for Innovative and Effective Content Creation. His cutting-edge thought leadership was featured in over 650 articles and 550 interviews in Harvard Business Review, Inc. Magazine, USA Today, CBS News, Fox News, Time, Business Insider, Fortune, The New York Times, and elsewhere. His writing was translated into Chinese, Spanish, Russian, Polish, Korean, French, Vietnamese, German, and other languages. His expertise comes from over 20 years of consulting, coaching, and speaking and training for Fortune 500 companies from Aflac to Xerox. It also comes from over 15 years in academia as a behavioral scientist, with 8 years as a lecturer at UNC-Chapel Hill and 7 years as a professor at Ohio State. A proud Ukrainian American, Dr. Gleb lives in Columbus, Ohio.