The shift towards hybrid work environments has led many companies to address the question of how they can balance local employees and working from home. A central challenge is the spatial separation between supervisors and employees. A study from 2017 addressed this issue and provided insights that can help companies develop effective policies for hybrid work environments.
Key facts
- The spatial separation of supervisors and employees can result in employees feeling left alone or not supported enough.
- Especially when it comes to complex tasks, spatial separation leads to a possible loss of productivity.
- Through a lively office and corporate culture, these problems can be resolved & even synergies can be created within the team.
- An operating or work agreement can provide the organizational framework for the hybrid work model.
Understanding the impact of separating supervisors and employees
The study found that the impact of separating supervisors and employees on performance depends on three factors: complexity and coordination of tasks, combination of employees with experienced colleagues, and experience of supervisors. Here is an overview of the most important results:
Task complexity
The negative effects of separating managers and employees are greater when the tasks are technically complex or require a high level of coordination. The study showed that the separation of manager and employee is associated with an 18.27% increase in employee execution time when the task is technically complex. A similar increase in execution time (16.9%) was observed when the task requires more coordination. Managers or supervisors in remote set-up can have difficulty supporting their employees in such situations.
Collaboration between workers
The study found that the negative impact of separation is weaker when workers work with a higher proportion of colleagues who are involved in the same project. However, the presence of other, more experienced employees working on other projects or teams has no effect on productivity. This suggests that the presence of team members can help make up for the lack of presence of a manager — provided that these teammates are working on the same projects.
Executive experience
The manager's experience supervising the main worker has a less positive effect on performance when they work from one another regardless of location. It has a much stronger (positive) effect on productivity when managers work with employees.
Remote or in the office: What needs to be considered?
The results of this study have several consequences for companies that introduce hybrid forms of work:
Task complexity considerations
When setting rules for hybrid work, companies should consider the complexity of the tasks. For tasks that are technically complex or require a high level of coordination, it is an advantage if managers and employees are physically present in the same location. This enables better communication, solves problems faster and improves coordination.
Merging teams
When possible, companies should try to bring team members who are working on similar tasks or projects together in one place. This can help reduce the negative effects of separating managers and employees, as employees can support and learn from each other.
Experience and support from managers
Companies should take into account the experience and expertise of managers when looking after employees working from home. Providing managers with training and resources to effectively manage and support remote teams can help reduce potential performance issues caused by geographical separation.
Flexibility in hybrid forms of work
Since the effects of separating managers and employees vary depending on the task and team dynamics, companies should introduce flexible guidelines for the change model, which can be adapted depending on the specific requirements of the various teams, projects, or roles.
Using technology
Companies should invest in technologies that make it easier for hybrid teams to communicate and organize. The effective use of technology can help bridge the gap between employees working from home and local employees, thus reducing the negative effects of physical separation.
Hybrid forms of work that (don't) work: What happens if we do it wrong?
Companies that do not consider the effects of this study and implement their strategies for hybrid forms of work incorrectly must expect several potential consequences:
Lower productivity
Ignoring spatial separation and its effects can result in lower employee productivity — especially when it comes to complex tasks. This can result in deadlines not being met, the quality of work falling and overall productivity declining.
Competitive disadvantage
Companies that fail to adapt their policies to meet the needs of a hybrid workforce may be at a disadvantage compared to competitors with a hybrid work model.
Higher fluctuation
Employees who don't feel supported may be more likely to look for other options. High turnover rates can result in increased hiring and training costs and loss of valuable knowledge and know-how.
Negative effects on corporate culture
Companies that do not properly address the challenges of a hybrid work environment may experience a deterioration in their corporate culture. The spatial separation can make employees feel less connected to the company's values and mission.
conclusion
Through a structured hybrid work policy, companies can design a work environment that increases productivity, corporate connectedness and at the same time creates synergies among the workforce. With a work agreement, such benefits can be developed and regulated.
