Hybrid/Remote Work
Just as the COVID era was in its peak, augustwenty decided to open its doors for business. What would that look like? Especially with most people required to work remotely. As a start up did it really make sense to acquire the expense of office space? Especially when no one was really allowed to go in anyway? Simple solution, initially, it was intended from the beginning that augustwenty would be a “hybrid” workplace. Eventually having an office option whether it be its home office or that of a client AND the flexibility of working from home. So are there benefits to this model? Given who you ask, you will get different answers all across the board.
For some it gives tremendous benefits of more time and flexibility.
For others they may see it as an inhibitor to collaboration and social connection.
And then there is the “traditional” mindset that you must count your minutes and be in an office space 8-5 pm! Period!
We sat down with Angela McManaway, augustwenty’s CEO to gain an “employer” perspective. What has she learned over her past 10 years of working in a hybrid environment and what does she believe to be true given the myths of such a model?
Let’s have a look!
The Myth: Out of Sight, Out of Mind
There is an idea that people can't move up (especially in professional services – i.e. CPA, Lawyer, Business Services) unless they are present and in the office. This thinking stems from the idea that if someone is not seen, then their value is not visibly evident.
The Truth: Trusted Employees Produce More
People that are given the freedom and autonomy to work remotely are more loyal. The reason is that they have gratitude toward the business, they appreciate the flexibility to work on their terms. In my opinion, people feel a need to work to “make up time” for even the littlest things, like making lunch or taking a break for a quick walk. They're so happy with their flexibility that they are dedicated, thorough and willing to go the extra mile.
Of course, some people may take advantage of the freedom, but ultimately it will show in the value they produce. You will know whether they are actually taking advantage of the situation.
The Opportunity: Building Deep Loyalty and Trusted Relationships
The pandemic forced remote work into being which opened the door for making it a viable and highly valuable solution for us, our team members, and our clients. Ultimately remote work has built a deep loyalty in our company. In fact, we were honored to earn a finalist position and a top spot in the Columbus Business First, Best Places to Work Award—3 years in a row.
I believe this is partly due to our approach to be proactive in the way we support and foster a healthy remote work culture.
How To Be Successful In This Model
To be successful, leaders must be more intentional in the way they lead in order for remote work to be effective by:
Intentionally reaching out to team members, spending time providing clarity in how their work ties to the company goals
Understanding people’s needs
Providing support when needed
Providing a pathway for team members to make their work and value visible, realizing the remote nature of their work.
Given that COVID made remote work a reality, taking it away is a huge demotivator.
One reason why augustwenty is a “best place to work” is because we continue aspiring to make remote work “Work” for our team members, when possible. There may be clients where the work has to be completed onsite with their teams and equipment. In that case, we always accommodate our clients.
The Solution:
Leaders must have a mindset to change the expectations that it's not about “how much time people work or where they work.” For augustwenty it is about our core values:
Integrity: Doing the right thing for our clients and employees.
Quality: Delivering high standards regardless of where that happens.
Transparency: Being crystal clear about our intentions and if remote work is a possibility.
Dignity: Being humble and respectful of client and employee preferences.
Bottom Line —it’s about helping people “achieve the outcomes needed.” And this is done by providing clarity on roles and how they achieve business goals; it's not the volume, effort or hours of work. IT IS the VALUE produced and the outcomes that are delivered that matter.
