They might initially seem eccentric, but these virtual audio environments tell us something important about 2023 working styles.<\/p>\n
Mark Perna supports in Unlocking Gen Z\u2019s full potential in the workplace<\/a><\/strong> that people will continue to pursue flexibility once they’ve experienced it.<\/p>\n People want the positive aspects of in-office work while embracing the flexibility of remote work. <\/strong>And organizations are wondering how they can create and offer this flexibility individuals need today.<\/p>\n There are plenty of reasons people gravitate toward remote work, work-from-home, or hybrid working styles<\/strong><\/a>. And more and more companies are happy to adapt. Before we talk about specific lessons, let\u2019s look at why both are attracted to a more flexible work model.<\/p>\n Various studies and surveys have shed light on what employees appreciate about hybrid and remote work:<\/p>\n Consideration of your employees\u2019 preferences is important. But there are other good reasons for you to develop and support flexible work.<\/p>\n Understanding these preferences can motivate you to create a supportive and flexible work environment.<\/strong> Learning about what we\u2019ve learned so far from the recent shift to remote work will help you know where to start.<\/p>\n Experience has shown what people value in a job environment regardless of where they work. Here are four valuable lessons we\u2019ve learned about best practices for helping employees thrive in a remote or hybrid work style.<\/p>\n Be open to letting people work on their own time and communicate offline. Focusing on results over strict work hours frees people up to do their best work.<\/p>\n Asynchronous work<\/a><\/strong> boosts employee productivity by letting people focus on tasks during their peak performance hours. It encourages a healthy work-life balance and accommodates individuals with diverse responsibilities.<\/p>\n How to implement it:<\/strong> Establish clear communication channels and guidelines to get the most from async work. This may mean investing in the right tools (async messaging tools like Slack or Messenger). It also means establishing rules around communication.<\/p>\n For instance:<\/p>\n Ground rules ensure nothing falls through the cracks and that employees don\u2019t feel the need to be available around the clock.<\/p>\n Remote work demands a tech-forward approach. Communication and collaboration are key to bridging the geographical gaps to keep work moving forward. During the initial push toward remote work, companies had to adapt to using digital tools.<\/p>\n Basic video conferencing and chat functionality got everyone through the initial push. But today\u2019s remote work is about more than just keeping work moving forward.<\/strong> It\u2019s about being just as effective as an in-office working model and continuing to grow.<\/p>\n And that means ensuring you have the right tools for the job.<\/p>\n How to implement it:<\/strong> Determine what you need to achieve and research the tools that will deliver. You could use tools to enhance transparency, encourage engagement, or organize tasks to keep projects on track.<\/p>\n These may include:<\/p>\n Facilitate remote learning with TalentLMS When employees are physically distant, documentation helps maintain collaboration and knowledge sharing.<\/strong> Capturing institutional knowledge enables seamless onboarding, efficient collaboration, and increased productivity.<\/p>\n Documenting processes, guidelines, and knowledge repositories ensures employees have access to the info they need when they need it. It also keeps people from getting confused and clarifies the next steps.<\/p>\n How to implement it:<\/strong> Boost your documentation with tools like wikis, knowledge bases, and project management platforms. Give access to those who need it, and update it regularly so everyone has the latest available information.<\/p>\n Employee development is crucial to employee satisfaction and career progression\u2014even when employees aren\u2019t all working in the office. Remote and hybrid employees need the same professional development they always had. And they also need the skills to succeed<\/a><\/strong> in their new work environment.<\/p>\n Develop a training strategy that teaches the right skills, supports employee goals, and provides a quality learning experience for all employees regardless of where they are.<\/p>\n How to implement it:<\/strong> Do your research on the training that will help your employees reach their own goals and work toward company objectives.<\/p>\n These may include:<\/p>\n![\"mark](\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2023\/06\/Perna-Blog-1200x314-4-1.png\")
<\/p>\nWhy employees (and employers) value remote work<\/h2>\n
Why employees value remote work<\/h3>\n
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![\"Lessons](\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2023\/06\/TLMS_20230523_1200x314-1.png\")
<\/p>\nWhy employers value remote work<\/h3>\n
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4 lessons learned from remote work (and how to apply them)<\/h2>\n
Lesson #1: Embrace async work<\/h3>\n
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Lesson #2: Invest in more sophisticated tools<\/h3>\n
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\n<\/strong> Create online courses and help your people grow\u2014no matter where they are.<\/span>
\nEasy to set up, easy to use, easy to customize.<\/span>![\"Create](\"https:\/\/www.talentlms.com\/blog\/wp-content\/uploads\/2018\/06\/CTA.png\")
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\nLesson #3: Step up documentation<\/h3>\n
Lesson #4: Offer continued learning and development<\/h3>\n
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