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Hybrid & Flexible Working

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Exploring the Brave New World of Hybrid Team Management
Collaboration 7 min read

Exploring the Brave New World of Hybrid Team Management

Research shows that post-pandemic, hybrid team structures may be the “Next Normal.” But what are hybrid teams and what will hybrid remote working look like?

The Right Way to Empower Your Team with Flexible Hours and Remote Work
Leadership 10 min read

The Right Way to Empower Your Team with Flexible Hours and Remote Work

Traditional 9-to-5, desk-bound jobs are dying, and companies must adapt to retain their best talent and empower high-performing teams

Virtual Watercooler Breaks: The Value of Informal Communication in Remote Teams
Project Management 3 min read

Virtual Watercooler Breaks: The Value of Informal Communication in Remote Teams

  Recently, I came across an interesting study by a well-known German university. It revealed that about 80% of successful ideas created in teams were born from informal conversations, both in co-located and virtual teams. It also stated that in R&D teams, almost 90% of conversations could be described as informal. So, informal communication doesn’t only have psychological value, but is an essential component of innovation. According to my own experience, conversations on informal topics are key for getting your team connected. Distributed teams don’t have the opportunity for casual watercooler talks, so they might have a deficit of this important component. If people work together on a regular basis, even if they are not located in the same office, they eventually get to know each other better. But the bigger the team is, the lower the natural tendency for bonding. One of the things we do at Wrike (where our distributed team counts for over 60 people today, and is growing) is that at our regular company meeting, apart from talking about plans and achievements, we also weave in some personal info into the mix. For example, some people may share photos from recent vacations, we introduce newcomers with some information about their hobbies and interests, etc. The team likes it, and it definitely gives additional topics for internal discussions. Also, we try to meet in person as frequently as possible. I’ve noticed that every face-to-face meeting improves collaboration, because team members get more open to communication and feel more comfortable when they need to put their minds together at work. These remote employee engagement activities contribute to forming a friendly and productive environment where people don’t just work, but enjoy to work. And it is no surprise that this, consequentially, makes a positive impact on employee retention. How important do you think informal communication is for work performance? Wrike's flexible work management platform empowers remote teams to do their best work, from anywhere. Find out more here.   

5 Fixes for the Major Headaches of Working via Mobile Device
Productivity 3 min read

5 Fixes for the Major Headaches of Working via Mobile Device

So many of us rely on our smartphones to get work done during commutes or to check in on important projects after hours. But as convenient as mobile devices can be, they weren't designed for work productivity. Respondents to our recent mobile productivity survey identified their top stressors when working via their mobile devices. Read on to discover some of the biggest obstacles to mobile productivity, along with some effective remedies to help you get more done on the road.   1. "It's difficult to do detailed work or long-form writing." We all know squinting at a smartphone screen and clumsily thumb-typing our way through a complex thought or long set of instructions is a headache. So why insist on trying? Instead, use the annoyance of typing on a mobile device as motivation to keep email messages, directions, and feedback actionable and to the point. Use the constraint to your advantage, and instead of trying to compose an entire project or presentation on your iPhone or Galaxy Note, focus on creating a tight outline and logical plan that you can flesh out when you're back on your laptop. If you really need to expand an idea, invest in a good Bluetooth keyboard so you can type longer stuff anywhere. 2. "I'm often interrupted by incoming calls or message notifications." Luckily, most smartphones now have a Do Not Disturb function that can block incoming calls and notifications with the toggle of a switch. On both iOS and Android, you can set a timer on Do Not Disturb so you can work uninterrupted for an hour or two, then automatically receive your recent notifications and attend to any missed calls or messages.  3. "It's difficult to use multiple applications at once." Use an app like Workflow or IF by IFTTT to connect apps and automate multi-step tasks. Instead of opening several different applications to record and upload a voice memo to Evernote, for example, you can create a workflow to accomplish the same task with just one tap. Better yet, browse the workflows other people have created for inspiration and to easily grab the most useful shortcuts. 4. "Spelling issues & autocorrect slow me down." Instead of trying to type complete thoughts and long paragraphs on a tiny mobile keyboard, use a handwritten note-taking app to jot down ideas in your own handwriting, without getting tripped up by autocorrect. Try Notes Plus for iPad, or Squid for Android, Windows phones, and Kindle. If your handwriting is as illegible as mine, however, you might opt for a dictation app like Dragon Dictation instead.  5. "I'm distracted by other apps like Instagram or Candy Crush." Apps like Focus block a set of chosen apps (social media, personal email, games, etc.) for a set period of time so you're forced to stay on task. Plus, you can always use the lure of your favorite mobile game as motivation to complete an important task and reward yourself for a job well done.  Boost Your Mobile Productivity  Get more done at the office and on the go wth Wrike! Start a free trial and download the free mobile apps for iOS and Android.  Read More About Major Mobile Productivity Trends Affecting Work  Interested in other insights on mobile productivity? Download the full report of results from our survey to discover just how much we rely on our mobile devices for work, the surprising impact on our work-life balance, and how current mobile work trends will impact how we collaborate with colleagues in the coming years. 

The Post-Covid Work Habits to Make (and Break) as an Employer
Remote Working 10 min read

The Post-Covid Work Habits to Make (and Break) as an Employer

Have you ever had a habit that you wish you could break? Biting your nails, scrolling on your phone at night, procrastinating — we all have our vices. Having our lives flipped upside down by the pandemic over the last year (and spending a lot more time cooped up) has forced us to reckon with the bad habits we’ve accumulated over the years, as well as the better habits we’d like to create for ourselves.  But while many of us have done a great job of taking up yoga, cooking meals from scratch, or learning a new skill over lockdown, our work habits are still an area that may need some improvement. Working from home over the past year has allowed us to take stock of our life in employment — how our working style works (or doesn’t work) for us, and what we may want to change when things return to ‘normal.’ And now, as our ‘new normal’ begins to take shape and teams around the world begin to migrate back to the office, it’s a perfect time to make and break some work habits. Why good work habits are important to managing your team As an employer, you have a lot of responsibilities to your team. How you work every day sets an example to those around you — that’s why it’s vital for you always to be actively learning and trying to improve the careers of everyone on your team. The habits you invest in at work show your teammates what is expected of them and how you would like your team to operate. If you create good work habits, your team will be motivated to follow your lead and invest in their own positive habit-building. Now more than ever, it’s essential to motivate your team for success, as we all prepare for returning to work after COVID. Important factors in your return-to-work program To figure out which habits are most important for you to build as we return to the office, it’s essential to understand your employees’ mindsets. After working at home for over a year, many of us have reevaluated our work priorities and what we want from employers in the future. In a 2020 survey, the Adecco Group questioned 8000 workers across eight countries about what would be important to them in working post-COVID, with some interesting insights. A strong case was put forward for employer flexibility and favoring results over clocked hours, with 69% of employees suggesting that their contracts should be based on meeting the needs of the business rather than the hours they work.  74% of employees said they wanted their managers to demonstrate an empathetic and supportive leadership style post-pandemic, with 70% citing support for their mental wellbeing as an important factor in returning to the office.  But while employees are stating emotionally available management as a top priority, employers need some help in that arena. More than half (54%) of the leaders surveyed said they need “support to be able to navigate these new expectations,” with just 12% “excelling” in holistic support of their employees during lockdown.  So how can employers begin to support their teams in returning to the office post-pandemic? As with all great businesses, the example should come from the top. As a leader, the habits you invest in every day, both for your own working style and your employees’, set the example for how you want your business to succeed. With that in mind, we’ve compiled a list of essential habits to form as you prepare for RTO, as well as some to leave behind.  The work habits you should make when returning to work after COVID Open communication The way you communicate with your employees has a direct correlation to your business’s success. Organizations with effective change and communication programs are 3.5 times more likely to outperform their peers. According to McKinsey, productivity can increase by up to 25% in organizations where employees are connected. As an employer, strive to create an environment of open communication and transparency. Employees appreciate being kept in the loop about important updates and changes, especially when much about the workplace is so uncertain. Practice regular updates and feedback sessions with your team, engaging with them on a personal level as well as on a corporate one. Use remote tools to your advantage and create a stream of consistent communication with your team, no matter where they're based. Your team should know that you are available to listen to their concerns and will communicate with them openly wherever possible. Active feedback Whether it’s to address an issue with their work or praise them for a job well done, it’s vital that your organization practices active and regular feedback for your employees. According to Officevibe, “four out of 10 workers are actively disengaged when they get little or no feedback”, with 43% of highly engaged employees receiving feedback at least once a week. Liaise with your team leads and ensure that a feedback policy is put in place for your organization. Celebrate your employees’ wins, both big and small, and advocate for them when their work is not up to par — ensure that they feel supported and work with them, not against them, to find a solution. Mentorship A 2016 Gallup engagement poll showed that 82% of managers and executives are seen as lacking in leadership skills by their employees. Team leaders have many responsibilities, but being a reliable and consistent mentor to their employees is perhaps the most important. As an employer, investigate implementing a mentoring program in your organization. Pair new hires with more experienced executives and encourage open conversations around career advice and development in the office. As an individual leader, make it a habit to check in with your team individually on how their career goals are developing at your organization. What can you do to lead and encourage them? Embracing hybrid working It’s no secret that COVID-19 has completely changed the game in terms of remote and hybrid working. The pandemic has accelerated the burgeoning trend of hybrid working worldwide, and, according to countless reports, the method is here to stay. While it can be difficult to pivot your leadership style to mesh with a hybrid working model, endeavor to make it a priority for you and your team. Ensure your remote workers are supported, both holistically and technically, with the right equipment and software to collaborate seamlessly. Investing in technology Over the past 18 months, innovations in technology have made it possible for teams to collaborate and communicate in unprecedented conditions. As we transition back to ‘normal,’ adopting a technologically forward mindset is just as important. Technology can be utilized in myriad ways at your organization — whether that’s in work management software to streamline projects, scaling AI to prevent failures and defects in your products, or creating a safe, post-COVID environment for your employees.  While building your new work habits, remember that some of your well-practiced habits may not be serving you like they used to. Here are some that you should consider leaving at home as you return to the workplace. The work habits you should break in your post-COVID office Overdrawnpointless meetings We’ve all thought to ourselves, “couldn’t this have been an email?” in a Zoom meeting at some point this past year. As we return to the office, employees are less likely to politely accept unnecessary time-wasting. While regular meetings and updates are necessary for smooth project management, it’s worth keeping them to a tight schedule and only herding everyone into the boardroom when completely necessary. Make use of your newfound technology innovations and explore more efficient ways to communicate with your team.  Multitasking You may pride yourself on being a fantastic multitasker, but is this skill beneficial to your work? Studies have shown that when our brain tries to switch back and forth between two tasks, especially if those tasks are complex and require active attention to complete, we become less efficient. Similarly, if you work on your tasks with your email or chat software constantly pinging you about other tasks, it’s difficult to complete anything to a good standard. When you return to the office, cut your multitasking, focus on one task at a time, and encourage your team to do the same. You may start to notice a marked improvement in productivity.   Favoring time over output As your employees have gotten used to more flexible working hours, you should reevaluate how you measure their performance as they return to the office. Are you more interested in them staying late every evening or turning in a fantastic finished product? As we return to ‘normal,’ your employees will be just as motivated to do their jobs well, but time spent online should not be a marker for success. As a leader, set an example of not micromanaging your teams’ schedules, especially outside working hours. Research has shown that an ‘always on’ culture can be harmful to productivity and employees’ mental wellbeing. Scrap clockwatching and see how your team can get creative with their workloads.  Disorganization A 2017 Staples survey of small business owners saw 1 in 3 say that workplace disorganization leads to less productivity. What’s more, 75% of struggling or failing business owners believed that workplace disorganization had contributed to their lack of success. Workplace disorganization means lost opportunities, lost productivity, and lost revenue for your workplace. As an employer, it’s imperative that you are organized and coordinated in your day-to-day work. Workers rely on you for guidance and assistance, and if you’re scrambling to locate a certain file, contact, or project deliverable, this can eat away at their confidence in your leadership. Invest in organizational tools, such as a flexible all-in-one work management system like Wrike that can keep everything in one place and give you more time to lead. Ignoring work-life balance According to Gartner’s 2020 ReimagineHR Employee Survey, employers that support employees with their life experience see a 23% increase in the number of employees reporting better mental health. This is of a huge benefit to employers, who see a 21% increase in the number of high performers compared to organizations that don’t provide the same degree of support to their employees. Over the pandemic, workers have experienced higher stress levels than ever before. As we transition back to the workplace, you must invest in their mental wellbeing, which starts with encouraging a healthy work-life balance. How Wrike can help your team form better work habits as you return to the office Using a work management system like Wrike can encourage your teams to do their best work. Here are just some of the ways that using Wrike can help to build positive work habits: Collaboration-focused software, including chat and email integrations and real-time feedback and editing, will allow your team to work together from anywhere and communicate seamlessly, cutting back on wasted time waiting on emails or bad connections. Resource management tools will take the stress out of organizing your return to work program. Create tasks and subtasks for all your RTO needs, and organize deliverables seamlessly. Our all-in-one software means that your hybrid and remote workers don’t have to worry about technology troubles or lack of access. Everything is right at your fingertips with Wrike. Interested in how we can help your teams to thrive post-pandemic? Try Wrike with a two-week free trial.

Is the 9-5 Job Dead? The Rise of Flexible Working in the Post-Pandemic Office
Remote Working 7 min read

Is the 9-5 Job Dead? The Rise of Flexible Working in the Post-Pandemic Office

In February 2021, just two months before all US adults were to be offered a COVID-19 vaccine, Brent Heyder, the president of Salesforce, declared, “the 9-5 is dead." Even if it soon becomes safe for office-based employees to return to work in their droves, some companies are not entirely sure that the traditional 9 to 5 job is worth returning to.  Instead, companies like Salesforce are giving employees the choice between:  Flexible working (1-3 days in-office for collaboration, meetings, and presentations) Fully remote (for roles that do not require the office or those who live too far from one)  Office-based (for roles that cannot be done from home)  The company argues that ditching regular work week hours will improve employee connection, work-life balance, and equality, ultimately leading to increased innovation and better business outcomes. So, is the 9 to 5 job really dead? There is no doubt that flexible working looks likely to become a standard offering for many employers. With improvements to technology, we have seen trends such as the rise of digital nomadism flourish. Around 70% of employees expect flexible work schedules post-pandemic, and 50% say they would leave a job if it were not offered. However, the idea that “the 9-5 is dead” may be an oversimplification.  According to a report by Inc., regular work week hours have always been a "modern-day illusion," and clocked time has never been a good indicator of progress or productivity. It argues that, by giving employees task ownership instead, they can complete these more efficiently with respect for both their own time and their teammates’. Inc argues that the 9-5 job is not dead because it did not really exist in the first place — most workers struggled to get their work done within the allocated time, even before the COVID-19 pandemic. By allowing flexible working and shifting our focus to outcomes and the benefits of remote working, workers can avoid burnout by using their time more wisely and setting appropriate, achievable timelines for their goals. Why working 9 to 5 hours may not suit younger employees Enabling flexible working will not only future-proof your organization to accommodate employees’ expectations, but it will also be an important move for retaining younger employees. For example, nearly one in two (45%) of millennials will choose flexibility over pay. And when the vast majority of businesses report that it costs $15,000 - $25,000 to replace a millennial employee, it could be an expensive mistake not to hear this preference.  The New York Times echoes this, saying, “it’s not about jumping up titles, but moving into better work environments.” Companies such as Apple and Walmart have also begun to discuss the need to shift the focus from prioritizing shareholders to taking care of employees. An increase in flexible work schedules may also help gender equality. As more fathers and non-parents request it, there is less space for "the flexibility stigma" mothers experience to remain. A survey by Werk also found that older generations are just as likely to want flexible working — they’re just less likely to ask for it. How to move away from regular work week hours So, if flexible working is inevitable, then what is the best way to implement it? A report by Inc. advises to keep these three golden rules: Debunk the 40-hour myth. What was first introduced by Henry Ford in the early 1900s to attract autoworkers who were used to 12-hour shifts has become obsolete. In fact, having fewer hours to complete a task tends to sharpen focus. Adapt to peak-performance styles. Some people thrive by replacing their fifth working day with four 10-hour shifts, while some find that impossible. Offer your employees the opportunity to decide when and how they work best. Offer solutions to the challenges of working from home, including home office setup ideas and appropriate technology. Synchronize schedules. Ensure that teams who do need regular meetings have at least some overlap during their flexible working hours. This may not need to be every day but assess how often your team will need it. Different flexible working options Inc. outlines some of the options available for organizations hoping to move on from the concept of the 9 to 5 job below: Flexitime: Employees can choose from a range of available hours Compressed work week: The work week is compressed into fewer than five days (usually by creating four 10-hour days) Flexiplace: Employees can work virtually from home or any non-office location Job sharing: Two people voluntarily share the duties and responsibilities of one full-time position, with the salary divided according to this share Work sharing: Usually used to avoid layoffs, this introduces reduced hours and salaries for a portion of their workforce in order to maintain all employees Expanded leave: Employees can request extended periods of time away from work without losing their rights as employees – this can be paid or unpaid Phased retirement: Under this arrangement, the employer and employee agree to a schedule of gradual reduction of work commitments over a period of months or years Partial retirement: Employees can continue working on a part-time basis, with no established end date Work and family programs: Employers provide some degree of assistance to employees who have childcare or elder-care responsibilities Benefits of flexible work schedules According to job advertisement site Flexjobs, some of the benefits of leaving a 9 to 5 job behind for employees include: Improved retention: Even pre-pandemic, 80% of workers would choose a job that offered a flexible schedule over those that did not, with 80% saying they would be more loyal to their employer if afforded flexible working. Increased talent: By offering what is known to be one of the most attractive perks, offering flexible work schedules can help your organization recruit top-tier talent. Improved diversity: Not only has inclusion and equality become a non-negotiable for younger workers, building a more diverse workforce creates higher-performing teams, so it’s also smart business. Increased productivity: Even before the pandemic, remote workers worked more hours on average than in-office employees. But more importantly, shifting to a results-oriented culture enables teams to focus on getting the results they want. Improved employee engagement: One of the best ways to drive engagement is to show workers they are respected enough to be trusted with flexible working Decreased costs and environmental impact: Unsurprisingly, fewer overheads and less commuting (or at least less rush-hour traffic) have a hugely beneficial impact on cutting costs and helping climate change. How Wrike helps teams succeed with flexible working Now that the world’s workforce is starting to ditch the 9 to 5 job, we need the right software to keep up. Wrike enables teams who opt for flexible work schedules to gain 360° visibility on progress and productivity with shared dashboards, one-click Gantt charts, and advanced, automated reporting. Get started for free. 

The Ultimate Return-to-Work Checklist for Managers (Infographic)
Collaboration 3 min read

The Ultimate Return-to-Work Checklist for Managers (Infographic)

As teams worldwide begin to prepare for the mass Return-to-Office movement, as a manager, there are probably a thousand things on your mind. Bringing your team back to the workplace, whether that’s through hybrid working or a traditional office model, brings a variety of potential challenges, and it’s up to you to make the transition as smooth as possible for your team members. Moving back to the office is not as simple as stocking up on hand sanitizers and face coverings. From technology to team building, your employees will need support in lots of areas when transitioning away from working from home. Here to help you streamline your return-to-work management, our ultimate checklist lists everything you need to get the process started. From PPE to new hires, exposure strategies to hybrid technology, our return-to-work checklist for managers is one you’ll want to bookmark.

WFH vs. Hybrid Working vs. Office Full-Time: How To Know Which Approach Works Best for You
Remote Working 10 min read

WFH vs. Hybrid Working vs. Office Full-Time: How To Know Which Approach Works Best for You

It’s time to decide whether a traditional office, working from home, or a hybrid office is the best path for you. Here’s how to choose your future of work.

Top Tips For Working From Home As A Project Manager
Remote Working 7 min read

Top Tips For Working From Home As A Project Manager

Struggling to remotely manage your team and your workload as a project leader? Check out our top tips for working from home as a project manager.

The Essential 30-Day Return to Work Checklist
News 7 min read

The Essential 30-Day Return to Work Checklist

Build a roadmap to a successful first month back in the office with our detailed return to work checklist. Ease the transition and empower your teams.

Wrike Research Uncovers the Technology That Will Power Hybrid Work
Project Management 5 min read

Wrike Research Uncovers the Technology That Will Power Hybrid Work

New research from Wrike uncovers what you need to know to power the future of work. Support your workforce by investing in technology for hybrid work.

Flexible Working Is Here To Stay: Here’s How To Make it Work
Remote Working 7 min read

Flexible Working Is Here To Stay: Here’s How To Make it Work

Hybrid, remote, and compressed working weeks are here to stay as flexible working gets the seal of approval from global employees. Here’s how to make it work.

3 Ways to Improve Remote Teams’ Communication
Remote Working 5 min read

3 Ways to Improve Remote Teams’ Communication

The move to remote work has changed the way that teams must now collaborate with one another. Here’s how to improve remote team communication in your organization.

How To Go 'Back' to a Hybrid Workplace
Collaboration 7 min read

How To Go 'Back' to a Hybrid Workplace

Many employees are eager to get back to the office, but they also want a more flexible work schedule. Learn how to make the hybrid workplace work for your team.

Using Wrike To Plan Your Return to the Office
Remote Working 10 min read

Using Wrike To Plan Your Return to the Office

Planning your team’s return to office plan can be nerve-wracking. Here are some tips to get back to the office in a way that’s strategic, organized, and safe.

How To Connect With Co-Workers You Haven’t Actually Met
Collaboration 7 min read

How To Connect With Co-Workers You Haven’t Actually Met

Started a new job remotely during the pandemic? Here’s how to connect with co-workers both within and outside your team once you return to the office.

The Definitive Guide to Hybrid IT
Project Management 5 min read

The Definitive Guide to Hybrid IT

What is hybrid IT? Learn more about how hybrid IT solutions can benefit your organization, from greater data efficiency to improved customer service.