As we continue to adapt and learn in this post-pandemic world, one thing is for certain: change is inevitable. Workplaces have shifted to remote environments, Zoom has become the central hub for meetings, and casual conversations around the proverbial watercooler have vanished. Despite a growing trend of employers urging employees to return to the office, a significant portion, around 30-50%, is expected to continue working from home. While remote work offers benefits such as reduced commute times and increased family time, employees have reported longer working hours, heightened stress levels, and diminished engagement. We believe that the way productivity has been traditionally defined plays a significant role in these challenges.
While having a productive workforce is important, focusing too much on productivity can lead to burnout, loss of work-life balance, reduced creativity, undue stress and anxiety, and turnover. Firms are always looking for new ways of leveraging the wellness benefits of remote work with the business benefits of in-person collaboration. The focus should also be on how to approach productivity in the workplace to keep up with the changing times. Maintaining productivity is difficult because various factors of work and the work environment are in flux. The notion of a 9-to-5 workday is evaporating, and the tools available to get the work done are almost limitless and evolving quickly. Employees are part of an interdependent web of people who all contribute to deliver a finished product. As a result, the productivity of a workplace is affected by the work environment, culture, job satisfaction, and job performance.
So how do we maintain a balanced approach to ensure high performance?
Recognizing that every individual is different and that workplace dynamics are ever-changing is key to fostering balance and high performance. Google, for example, has implemented remote work options, “focus hours” to limit internal meetings, and “Reset Days” to help employees recharge. Google CEO, Sundar Pichai, said that he is excited about the changes and believes that as time goes on, people and teams will figure out the best solutions in terms of how, where and when they work.
The first step that leaders can take today to implement this change is by first researching the options available, testing out an approach, and monitoring the results. Adjustments should be made as needed. Gaining clarity on workplace issues is essential for determining appropriate solutions. Building trust and providing a safe space for employees to fail and learn is crucial.
Remember adapting to a new mindset involves leaving the old identity behind and embracing the change. In a hybrid work environment, the focus should be on performance rather than hours logged. Prioritizing quality over quantity can and will improve job satisfaction and performance.
In conclusion, leaders must trust their employees and work as a team to ensure everyone’s success. Leadership effectiveness is the most critical determinant of employee productivity. People typically work in complex organizations with interdependencies among individuals. It is often these relationships that most impact personal productivity. Ultimately, an organization’s success can be measured not only by short-term metrics but also by supporting well-being, collaboration, and innovation while enabling individuals, teams, and the organization to achieve their goals.