Hybrid working,
the honest story,
translated to
your organization

Considering going hybrid?

Organizations that had already given their people the freedom and opportunity to organize their own work as smartly as possible before Corona went through a steep growth curve during the lockdowns. For others, it was a wake-up call. Everyone, no matter what, is going to continue with this: we’re going to work hybrid. We are going to use technology and appropriate to our objectives to give people the opportunity to do their work at their own chosen place or time.

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We have guided more than 100 organizations in developing and implementing new ways of working and are regarded as one of the leading thinkers in the field of innovative ways of working and organizing.

Make your future work style concrete

Don’t focus on working from home, but think about what you want to achieve as an organization, what challenges you face and how you can solve them with a different way of working. Hybrid working has advantages, but it is a means, not an end.

Describe your desired style of working by translating your future plans and ambitions into your way of working. Make this so concrete and tangible that it helps you make decisions about investments in facilities, real estate and IT.



Be honest about who you are and what you do

Every organization is unique and the work you do does or does not make you suitable for hybrid working. For example, organizations with repetitive and individual work are not necessarily in favor of hybrid working. In organizations with high levels of creativity, we know that with increasing complexity, the need for collaboration, communication and concern for well-being become essential success factors. How does that work if not everyone is present in the office?

If you are convinced that you need to be able to see your employees at all times to keep them working, then hybrid working is not for you. If, on the other hand, you assume that people always want to do their best and that your role as a leader is to help them do so, then hybrid working offers tremendous opportunities to get better at work.

Hybrid work must suit you

During the lockdowns, we learned that organizations that had already taken steps toward new ways of working experienced fewer problems in the transition to full home working. Employees were used to taking ownership and were driven by their results. We also saw that people who were adept at so-called activity-based working achieved success. Employees had a clear picture of their tasks and knew what facilities they needed for them.

Inspiring and empathetic leadership proved to be a crucial factor in keeping teams and individuals connected and engaged. Leaders who had confidence in the professionalism of their employees and saw it as their responsibility to create the conditions in which they could do their work achieved unexpected new and improved results with their teams.

Hybrid work seemed to flourish in a culture of openness where interaction was maintained, people held each other accountable, and where the risks of loneliness, stress, and even burnout were reduced. Most successful were organizations with a clear (social) purpose, to which employees had made an emotional commitment.

Interested? Then leave us your contact details here. We'll send you our whitepaper 'Work and organisation post-Corona' and will be in touch.

Maud Cordemeijer

Down-to-earth. Energetic. Problem-solver. Quick-thinking, quick to understand. Go-getter. Always a ready smile. Takes our hospitality to the next level. Keeps projects on track and the team together.