Categories
hybrid office

Microsoft CEO Satya Nadella: The Hybrid Work Paradox

Recently the Microsoft CEO Satya Nadella called out hybrid work, and the challenge in getting it right. 

This is a challenge almost every organisation is battling with, especially with almost every country and US state having a different approach to COVID and handling different and ever-evolving scenarios. 

Satya Nadella was quoted as suggesting
“Short-term productivity goes up, long-term creativity goes down”. 

With quant data and qual data, many CEO’s and business are reporting and experiencing similar challenges. 

Learn Lessons From Remote Organisations 

Where many organisations are getting this wrong, is by not discussing how remote companies have had successes, companies like Gitlab (Gitlab all remote guide is brilliant) and Automattic (the Automattic podcast is great) have been successful in operating in a fully remote fashion. 

Learning from what makes great hybrid and remote leaders is going to help improve your operations and organisations health. 

There Is No One Size Fits All

Satya isn’t the only CEO suggesting the same, Facebook, Apple, Dropbox and Slack have all come at Hybrid from different perspectives with different solutions and ever-changing return to the office dates. 

Google’s is it ok to manifesto went viral across LinkedIn and has helped some businesses rethink how they approach this evolving working situation.

No one company has nailed hybrid but many are making significant progress.

The Study Was Too Early 

The study that was undertaken with Microsoft employees is a great read, however, the study was from the first six months of the virus and does not account for 2021 data and the way we have adapted and changed over the last 12 months. 

Large Company Battles

Companies the size of Microsoft have a number of battles to fight, the first is safety, the second is productivity and the third is keeping shareholders happy. 

Keeping staff happy, engaged and helping to balance work demands, home demands and burnout is something every business has to be proactively managing and addressing. 

Ensuring teams are productive while away from the office (or working in hybrid) is challenging almost every team member, manager and company leader. 

Shareholders are always looking for returns, getting the most of the staff is one of the main concerns for any CEO, especially for companies the size of Microsoft. 

The way we work in office environments has changed: 

  • The demand for video calls increased, 
  • The demand for more meetings increased, 
  • The way we continue meeting conversations has evolved, 
  • “The water cooler moments” decreased 
  • The way we keep connected has changed and the great unfollow has started to happen

The intentional and deliberate way we address these changing working methods has fallen behind and should be in the most pressing items to address as any leader of any business. 

One of our core recommendations is the requirement for a culture community manager for those companies with over 30 people. 

So is Satya right or wrong about Hybrid?

Unfortunately, in this situation, every company is different, every company requires their own approach, however with hybrid being deliberate and intentional with the 3C’s: Connection, Communication and Collaboration is key to winning.

Getting Hybrid Right

The future of the required for a large office (or series of offices) is under review, the long term future of work is no doubt hybrid, creating a highly engaged, connected and productive workforce is going to be something we learn to develop and “perfect” over time. 

Are You Struggling With Hybrid? Here Is Our Free Guide 

Here are other great resources to help you with hybrid: 

Categories
Business Performance

Fanclubs, Community, Tribes, Herds

I recently presented a presentation for the technology platform Funraisin at their digital giving summit.

The presentation was called:

Fanclubs, Community, Tribes, Herds, The Next Generation Of People Powered Businesses.

The presentation helps to guide businesses and charities to understand:

  • The next phase of business
  • The formation of people around core ideas and believes
  • Why fanclubs, community, tribes and herds are going to be shaping how we interact and support businesses
    &
  • How to then proactively shape how we connect to other people and businesses.

The Full Presentation

If you attended the event and would like to rewatch the video click here.

Categories
Company Culture Leadership

Why Sports Clubs Are Using DNA Documents and Team Trademarks As Guiding Principles

Over the past few months, we have seen large companies request staff to return to the office, to a hybrid work environment and suggest culture is impacted by proximity (proximity bias), mere exposure effect and the Allen curve

Whereas professional sports at large has been working throughout lockdowns. 

For front line workers, teams have had to work in brand new and unique conditions, pushing them to record levels of anxiety, fatigue and unfortunately in many cases burnout. 

Every different work environment and industry have had various stress and anxieties to deal with throughout the pandemic, for many it has been a forcing function.  

Enter Agreed Principles

Here at Focus one of the core recommendations, we provide to any business of any size is to have leadership principles. Guiding and agreed on principles that everyone across the business follows to know they are making the right choices and to empower them to make the right decision. 

Recently Rugby league club Leeds Rhino’s stripped their captain for “behaviours not aligned to team trademarks”. 

For many this would seem unusual, trademarks is not a phrase commonly used and sports is typically a winner takes all business and typically captains and stars of the team tend to be given special dispensation vs the rest of the team. 

This is great leadership from the club, poor “leadership” from the ex-club captain. 

Leadership principles are a brilliant way to align management teams and hold yourselves accountable. 

What Leeds Rhinos did here was suggest their club and their beliefs are bigger than any player and their behaviours have to be aligned to their agreed principles. 

New Zealand Rugby has some brilliant rules for their players including:

  • No d*ckhead rules – The All Blacks New Zealand rugby team motto 
  • Sweeping the sheds – leaders clean and tidy the locker room
  • The principle of ‘Whanau’ which translates to ‘our family, our friends, our tribe.’

DNA Documents

We have also seen football clubs like Hibs reference their DNA document, what they want their DNA to be so their staff and their players can understand what it means to at Hibs. 

This also acts as a guiding document and informs some of their most important decisions, especially when to comes to buying players and negotiating transfer fees. 

Company culture is most often the behaviours when no one is watching and the glue helping to make the right decisions for the company. This is where DNA documents and team trademarks really help keep accountability and actionable. 

Guide Behaviours

Businesses big and small need to go over how to be successful, what behaviours are rewarded and those which are not. Creating an agreed guide is essential in the way we working particularly with the move towards the hybrid office and guiding the next generation of leaders within your business. 

Actions You Apply Within Your Own Business

  1. Create your own guiding principles for your business – requires business leads and HR
  2. Create a DNA document of who you are, what you have been and where you are headed – requires the leadership team 
  3. Create leadership principles where you show what leadership is and how you are accountable – requires the leadership team 

Five Related Resources 

Categories
hybrid office Leadership

Anxious About Returning To The Office?

Are you based in England and concerned around July 19th return to the office?

The future of work should be flexible and hybrid (consider reading our free hybrid office ebook), however, we have seen many businesses default to a return to the office.

Here are the questions to ask your leadership teams on how they are thinking and how they made the key decisions.