{"id":25899,"date":"2024-03-20T12:28:01","date_gmt":"2024-03-20T12:28:01","guid":{"rendered":"https:\/\/davies-group.com\/consulting\/?post_type=blog&p=25899"},"modified":"2026-01-20T16:35:34","modified_gmt":"2026-01-20T16:35:34","slug":"is-your-organisation-struggling-with-hybrid-working","status":"publish","type":"blog","link":"https:\/\/davies-group.com\/consulting\/blog\/is-your-organisation-struggling-with-hybrid-working\/","title":{"rendered":"Is your organisation struggling with Hybrid Working?"},"content":{"rendered":"

When it comes to hybrid working, many of our clients are still struggling to find a balance between the needs of their organisation and the needs of their employees. \u00a0They feel that some of the key characteristics of the working environment that existed before the pandemic such as a consistent employee experience, the ability to monitor what employees were actually doing, and in-person collaboration are significantly diminished, and this is negatively impacting productivity and innovation.<\/span>\u00a0<\/span><\/p>\n

To counter this, we see many organisations try to re-create office-centric design in a virtual setting to get back what they feel they have lost. The challenge with this is that the world has moved on. Trying to force an old structure on the new world we now live in doesn\u2019t work and causes stress for both managers and employees. \u00a0It is, if you like, trying to force a square peg into a round hole.<\/span>\u00a0<\/span><\/p>\n

Introducing Performance Working<\/h4>\n

When thinking about how to make the best of the new world of working we now live in, it is worth taking a step back and thinking about the kind of culture that is desired; that will help create the organisational and customer outcomes that benefit all stakeholders. Davies have been working with clients on building high-performing cultures for more than 25 years. \u00a0<\/span>We call this a performance culture: <\/span>one<\/span> that enables breakthrough outcomes and supports and enables everyone, from the individual and team level, to the whole organisation.<\/span>\u00a0We believe that defining what good looks like clearly (the behaviours that lead to a performance culture) and embedding this definition throughout the entire employee lifecycle creates \u2018behaviour at scale,\u2019 which is the foundation for a performance culture.<\/span>\u00a0<\/span><\/p>\n

Therefore, a key element of performance culture post-pandemic is dealing with the new reality of hybrid working. We believe leaders must drive a revolution\u2014not just an evolution\u2014in working practices to address the new reality, enabling individuals and teams to thrive while reducing digital overload and burnout. Performance Working is based on four key aspects:<\/span><\/p>\n

Flexible-first<\/span><\/b><\/h4>\n

This means that flexible working is the default, not the exception. This gives the power over to the employee of where, when and how to work, within a set of team guardrails. It\u2019s key to recognise that individuals work within teams, and any team needs an operating rhythm and high degrees of collaboration. Each team is different, so the individuals within the team must demonstrate connected leadership to work together in agreeing individual flexibility that still works within the context of the team to achieve their outcomes. Leaders need to work with their teams on the flexible working they need, demonstrating empathy-based leadership (the fourth element, below).<\/span>\u00a0<\/span><\/p>\n

Intent-based collaboration<\/span><\/b><\/h4>\n

Is thinking about the four quadrants of the new working environment across their two dimensions of a) working remotely, or co-located, and b) working synchronously or asynchronously. Instead of replacing the previous office-based serendipity of unplanned meetings and connections with just more virtual meetings, teams are intentional about which form of collaboration is right to achieve the desired outcome. For example, working asynchronously but physically together in an office can be hugely beneficial for junior employees who can observe and interact with others, including holding mentoring or coaching sessions. \u00a0Just like in the flexibility-first element of Performance Working, teams are left to determine the right kind of collaboration for them, and leaders support them in making this happen.<\/span>\u00a0<\/span><\/p>\n

Performance by Outcome<\/span><\/b><\/h4>\n

This means moving away from measurement by management and instead, leaders focusing on how to enable and support their teams to achieve outcomes. For example, many technology teams use DORA metrics to drive how they work. These metrics help in improving efficiency, quality and productivity, but they don\u2019t tell you if you are delivering the outcomes needed by customers or to help the business win. Instead, we must be sure we are continually delivering outcomes and use a combination of leading and lag indicators to get a more complete picture. Teams are better able to achieve or enable these outcomes if they have autonomy over how they work, as described in the Flexible-first and Intent-based collaboration elements of Performance Working.<\/span>\u00a0<\/span><\/p>\n

Leading with Empathy<\/span><\/b><\/h4>\n

Is equipping leaders with the skill, mindset and capacity to focus on their people. Leading with empathy as opposed to a task focus, becoming comfortable with difficult or vulnerable conversations, being able to give constructive feedback, and focusing on providing growth and development opportunities that help each team member grow.<\/span>\u00a0<\/span><\/p>\n

The concept of Accountable Autonomy is key to making Performance Working successful. Just as DevOps empowers teams to decide how they work, Performance Working requires teams to determine what works best for them in terms of flexibility and collaboration. Managers facilitate this autonomy by leading with empathy. At the same time, organisations must assess teams based on the value they deliver and the business outcomes they enable and support. This is the accountability aspect.<\/p>\n

Performance Working is supported by:<\/span>\u00a0<\/span><\/p>\n

    \n
  • Performance Playbooks that have tools and techniques which will help the teams perform, <\/span>\u00a0<\/span><\/li>\n
  • Performance Coaches that go from team to team to support performance working and share best practice\u00a0 <\/span>\u00a0<\/span><\/li>\n
  • Performance Working training for managers to learn how to lead with empathy<\/span>\u00a0<\/span><\/li>\n
  • Diagnostics to help teams understand how to continually improve,<\/span>\u00a0<\/span><\/li>\n
  • \u201cOutcome-spectives\u201d that review how the team work collectively to achieve their outcomes, learn and then adapt as necessary.<\/span>\u00a0<\/span><\/li>\n<\/ul>\n

    Connected Leadership is critical to enable Performance Working<\/h4>\n

    Performance Working is aligning the needs of the organisation and team to the needs of the individual. Leaders can make this possible by connecting with their teams, employees, and fellow leaders to learn what works and what\u2019s needed. All four elements of Performance Working require individuals to speak up within a team environment about what they need and how this works within the structure and operating rhythm of the team. Leaders need to listen, be willing to be vulnerable in not having all the answers, lead with empathy and empower their teams to work in the best ways for them to deliver measurable outcomes. Without Connected Leadership, we can easily fall back into current hybrid working habits, which will not deliver the desired outcomes nor engage, motivate and retain talent.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

    We think Connected Leaders should be enabling \u2018Performance Working\u2019<\/p>\n","protected":false},"featured_media":25902,"parent":0,"menu_order":0,"template":"","format":"standard","meta":{"_acf_changed":false},"practices":[67],"industries":[],"capabilities":[110],"class_list":["post-25899","blog","type-blog","status-publish","format-standard","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"\nIs your organisation struggling with Hybrid Working? - Davies<\/title>\n<meta name=\"description\" content=\"We see many organisations try to re-create office-centric design in a virtual setting to get back what they feel they have lost.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/davies-group.com\/consulting\/blog\/is-your-organisation-struggling-with-hybrid-working\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Is your organisation struggling with Hybrid Working? - Davies\" \/>\n<meta property=\"og:description\" content=\"We see many organisations try to re-create office-centric design in a virtual setting to get back what they feel they have lost.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/davies-group.com\/consulting\/blog\/is-your-organisation-struggling-with-hybrid-working\/\" \/>\n<meta property=\"og:site_name\" content=\"Davies\" \/>\n<meta property=\"article:modified_time\" content=\"2026-01-20T16:35:34+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/davies-group.com\/consulting\/wp-content\/uploads\/2024\/03\/AdobeStock_224157473-e1710937479370-1024x268.jpeg\" \/>\n\t<meta property=\"og:image:width\" content=\"1024\" \/>\n\t<meta property=\"og:image:height\" content=\"268\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/davies-group.com\/consulting\/blog\/is-your-organisation-struggling-with-hybrid-working\/\",\"url\":\"https:\/\/davies-group.com\/consulting\/blog\/is-your-organisation-struggling-with-hybrid-working\/\",\"name\":\"Is your organisation struggling with Hybrid Working? - Davies\",\"isPartOf\":{\"@id\":\"https:\/\/davies-group.com\/consulting\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/davies-group.com\/consulting\/blog\/is-your-organisation-struggling-with-hybrid-working\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/davies-group.com\/consulting\/blog\/is-your-organisation-struggling-with-hybrid-working\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/davies-group.com\/consulting\/wp-content\/uploads\/2024\/03\/AdobeStock_224157473-e1710937479370.jpeg\",\"datePublished\":\"2024-03-20T12:28:01+00:00\",\"dateModified\":\"2026-01-20T16:35:34+00:00\",\"description\":\"We see many organisations try to re-create office-centric design in a virtual setting to get back what they feel they have lost.\",\"breadcrumb\":{\"@id\":\"https:\/\/davies-group.com\/consulting\/blog\/is-your-organisation-struggling-with-hybrid-working\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/davies-group.com\/consulting\/blog\/is-your-organisation-struggling-with-hybrid-working\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/davies-group.com\/consulting\/blog\/is-your-organisation-struggling-with-hybrid-working\/#primaryimage\",\"url\":\"https:\/\/davies-group.com\/consulting\/wp-content\/uploads\/2024\/03\/AdobeStock_224157473-e1710937479370.jpeg\",\"contentUrl\":\"https:\/\/davies-group.com\/consulting\/wp-content\/uploads\/2024\/03\/AdobeStock_224157473-e1710937479370.jpeg\",\"width\":5760,\"height\":1507,\"caption\":\"Digital artist drawing sketch with stylus on convertible to in 1 laptop display in tent mode in cafe. 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