AmCham Hungary organized the third session of its HR Masterclass on April 27 focusing on the hybrid paradox, in other words, what a balanced hybrid work strategy means, what their benefits are and how to create it.
The discussion of the guests, Ákos Kalmár (Continental Group Hungary), Csilla Czikkely (Grundfos) and Petra Polgar (Randstad), moderator, was preceded by a short introduction by dr. Róbert Dobay, who presented, based on Gartner's 2022 Culture and Hybrid World Employee Survey, that 52% percent of employees indicated the ability to work flexibly affects whether they decide to stay at their jobs.
On this basis, and what was expressed by the guests, developing a balanced hybrid working strategy combining in-person collaboration and flexible remote work can be a great way to offer employees the aspired flexibility while maintaining productivity so that business can continue to thrive. In this context, Mr. Kalmár and Ms. Czikkely highlighted that their companies are advocates of full flexibility in this regard, and often it is the managers who can decide about the level of face-to-face and remote working in their teams, based on the projects, work responsibilities etc. They added that it requires trust from the organizations and leaders, on the other hand, at their companies, performance remained as remarkable as before. However, they advised that in case of such high-level flexibility, to introduce a day (it might be a fixed day), for in-person work, ideal for meetings and projects requiring in-person collaboration.
They also mentioned another important aspect, that at the company, they provide the necessary tools for remote working, such as a monitor, mouse, and adjustable monitor stand ensuring that employees could create an ergonomic working environment also at their homes.
The opportunity of remote working often raises the question of how this affects corporate culture. According to the invitees and the Gartner study, the workplace culture should not be compromised either, as the most important factors for culture, such as recognition, feedback on performance, managers’ support, can be provided remotely, especially today through digital tools. In addition, there are now numerous training courses for organizations to make their use convenient for all colleagues.
Finally, as in our previous section focusing on positive employee experience, it is important to note that there is no one-size-fits-all “recipe”. It is essential to consider key aspects such as the company’s activities as well as the ones of a certain working group, and the overall business environment, to determine how much flexibility and in what specific areas the company can offer to the employees.
Find here the photos about the event, and more information on the next HR Masterclass on May 4.