The future of work is an evolving tapestry of strategies and approaches, as demonstrated by my conversations with Nicole Williams, CHRO, Genesee Health System, and Stoja Djakovic, CHRO, Brondell. Each of these leaders provides a unique perspective on hybrid and remote work, shaping a nuanced understanding of this complex issue.
Embracing Hybrid Flexibility: Genesee Health System’s Strategy
Nicole Williams, at the helm of Genesee Health System’s human resources, champions a hybrid work model that has become a cornerstone of their organizational strategy. This model is designed to embrace the diversity of employee needs, recognizing that a one-size-fits-all approach to work is no longer viable in the contemporary work environment. By allowing employees to toggle between remote and onsite work, Genesee Health System has created a flexible work culture that respects individual preferences and lifestyles.
One of the most significant outcomes of this hybrid model is a notable increase in employee satisfaction. This uptick is attributed to the autonomy and control employees have over their work environment and schedule. The ability to work remotely means less time spent commuting, more time for personal and family commitments, and greater control over the work environment. These factors collectively contribute to a more content and motivated workforce.
Flexibility is the new cornerstone of work-life balance in Genesee Health System’s approach. Employees can juggle professional responsibilities with personal obligations more efficiently, leading to less stress and improved overall well-being. This flexibility also extends to working hours, acknowledging that peak productivity times can vary greatly among individuals.
The hybrid model has also been associated with enhanced multitasking capabilities and overall productivity. Employees report being able to get more done in less time, thanks to the elimination of common office distractions and the ability to create a personalized work environment that best suits their productivity style. This has led to a more efficient workflow and a reduction in the time wasted on non-essential tasks.
Genesee Health System’s adoption of the hybrid model has not only increased satisfaction among current employees but has also positively influenced their recruitment efforts. Prospective employees are increasingly seeking workplaces that offer flexibility and a better work-life balance, making Genesee an attractive employer. This has allowed them to tap into a wider talent pool, unrestricted by geographical boundaries.
While the hybrid model presents numerous benefits, it also comes with its own set of challenges, such as ensuring consistent communication and maintaining a cohesive team culture. Genesee Health System is continually refining its approach to address these challenges, ensuring that the benefits of the hybrid model are maximized while minimizing potential downsides.
The hybrid work model at Genesee Health System reflects a modern approach to work that prioritizes employee well-being and efficiency. This model has proven effective in enhancing employee satisfaction, promoting work-life balance, and fostering a culture of flexibility and productivity. As the workplace continues to evolve, Genesee’s approach offers valuable insights into the potential of hybrid work environments in the healthcare sector and beyond.
A Compassionate Flexibility Model: Brondell’s Perspective
Under Stoja Djakovic’s guidance, Brondell has implemented a work model that places a premium on genuine care for employees, transcending the traditional corporate framework. This model is not just about offering flexibility; it’s about embedding empathy and understanding into the very fabric of the organization’s culture. Djakovic emphasizes the importance of recognizing employees as whole individuals, each with unique circumstances and needs that extend beyond the professional sphere.
Brondell’s approach goes beyond just allowing remote or flexible hours; it delves into creating customized work environments for each employee. This personalization can mean different things for different staff members – from providing ergonomic home office setups to accommodating those who need to run errands during traditional working hours. This level of customization acknowledges that productivity is not a one-size-fits-all proposition and that employees perform best when their individual work styles and life circumstances are considered.
An integral aspect of Brondell’s work culture, as highlighted by Djakovic, is the shift away from toxic positivity – the idea that one should maintain a positive mindset regardless of the situation. Instead, Brondell fosters an environment where employees can express genuine emotions and face challenges without the pressure to put on a falsely cheerful front. This realistic approach acknowledges the complexities of life, especially in challenging times, and supports staff in dealing with them in healthy, authentic ways.
At Brondell, the focus is on supporting employees in integrating their work and personal lives in a way that minimizes stress and maximizes satisfaction. This support can manifest in various forms, such as flexible scheduling that accommodates family commitments, or understanding when unexpected personal issues arise. By acknowledging and supporting these aspects of employees’ lives, Brondell fosters a culture where staff feel valued not just as workers, but as people.
Djakovic emphasizes that empathy starts at the top. Leadership at Brondell is expected to model this empathetic approach, setting the tone for the entire organization. This includes being open to feedback, recognizing the individual challenges employees face, and encouraging a supportive team environment. Leaders are trained to be attuned to their team members’ well-being, understanding that caring for employees extends beyond mere job performance.
Brondell’s model also involves creating a community where employees feel comfortable seeking help and offering support to each other. This community extends beyond professional support to include personal and emotional aspects, fostering a sense of belonging and mutual care.
Brondell’s compassionate flexibility model represents a progressive approach to work culture. It’s an approach that values employees as individuals with diverse needs and challenges, promoting a work environment rooted in empathy, understanding, and genuine care. This model not only benefits employees in terms of work-life balance and well-being but also contributes to a more cohesive, supportive, and productive work environment.
Challenges and Integrated Solutions
In addressing the unique challenges posed by their respective work models, Genesee Health System and Brondell each implement tailored strategies. Genesee Health navigates the complexities of a hybrid environment, balancing remote and onsite work while maintaining team cohesion and effective communication. This is managed through advanced IT solutions, regular virtual check-ins, and occasional in-person meetings. Brondell, with its focus on employee wellness in a flexible work setting, counters potential isolation and disconnection by offering comprehensive wellness programs, virtual social events, and open communication channels for employee support.
Looking towards the future, these organizations envision varied yet unified models of work. Genesee Health is likely to further refine its hybrid model, potentially employing advanced remote work technologies and strategies for inclusive participation of both remote and onsite employees. Brondell’s focus on compassionate flexibility suggests a deepening of personalized work setups and mental health support, coupled with an increase in remote work options, while maintaining a strong community sense. Despite these varied visions, all three organizations are unified in their commitment to adapt and innovate in response to the changing work landscape, continuously seeking the optimal balance between organizational goals and employee well-being.
Conclusion
These diverse perspectives from Genesee Health System and Brondell illustrate that there’s no single path in the future of work. Organizations are crafting unique strategies that align with their mission, culture, and the well-being of their employees. This landscape is not about choosing one model over another; it’s about finding a balance that serves the unique needs of each organization and its people. Still, my clients who I help figure out their future of work models overwhelmingly find that the best approach to navigating this balance involves offering a flexible hybrid schedule, one that trusts employees to work as a team in figuring out when and how often to come to the office, and for what purpose.
Key Take-Away
The future of work is about finding the right balance between onsite collaboration and flexible hybrid models. Leaders from Genesee Health System and Brondell highlight the importance of tailoring strategies to fit organizational needs and employee well-being, ensuring productivity, satisfaction, and a strong workplace culture…>Click to tweet
Image credit: Pavel Danilyuk/Pexels
Originally published in Disaster Avoidance Experts
Dr. Gleb Tsipursky was lauded as “Office Whisperer” and “Hybrid Expert” by The New York Times for helping leaders use hybrid work to improve retention and productivity while cutting costs. He serves as the CEO of the boutique future-of-work consultancy Disaster Avoidance Experts. Dr. Gleb wrote the first book on returning to the office and leading hybrid teams after the pandemic, his best-seller Returning to the Office and Leading Hybrid and Remote Teams: A Manual on Benchmarking to Best Practices for Competitive Advantage (Intentional Insights, 2021). He authored seven books in total, and is best know for his global bestseller, Never Go With Your Gut: How Pioneering Leaders Make the Best Decisions and Avoid Business Disasters (Career Press, 2019). His cutting-edge thought leadership was featured in over 650 articles and 550 interviews in Harvard Business Review, Forbes, Inc. Magazine, USA Today, CBS News, Fox News, Time, Business Insider, Fortune, and elsewhere. His writing was translated into Chinese, Korean, German, Russian, Polish, Spanish, French, 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. In his free time, he makes sure to spend abundant quality time with his wife to avoid his personal life turning into a disaster. Contact him at Gleb[at]DisasterAvoidanceExperts[dot]com, follow him on LinkedIn @dr-gleb-tsipursky, Twitter @gleb_tsipursky, Instagram @dr_gleb_tsipursky, Facebook @DrGlebTsipursky, Medium @dr_gleb_tsipursky, YouTube, and RSS, and get a free copy of the Assessment on Dangerous Judgment Errors in the Workplace by signing up for the free Wise Decision Maker Course at https://disasteravoidanceexperts.com/newsletter/.
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