The last few years have taught us, the way we work has changed – and there will be no turning back. To reconcile a sense of belonging and productivity, companies must put people at the heart of their strategy by developing new operational models. Overview of the solutions that arise, both in terms of emerging technologies and talent management.
Overnight, the pandemic has forced organizations around the world to rethink and reinvent the workspace, the office. The rapid transition to remote working, which has affected so many companies, has required the adoption of new technologies, the implementation of innovative modes of interaction and the development of new collaborative strategies. Today, with the pandemic showing no sign of abating, organizations are facing what is known as the hybrid working paradox. They must strike a balance between the satisfaction of employees, who overwhelmingly appreciate the flexibility of working from home, and the effectiveness of in-person collaborative exchanges, which forge tangible links between teams while creating a sense of ‘membership.
Optimize collaboration and engagement Implementing an efficient hybrid model in the medium and long term requires in-depth reflection. How do you determine who will work from home and who will need to be in the office and how often? How to arrange or redevelop physical and virtual workspaces? How to encourage collaborative work and forge links between all employees, no matter where they are? So many relevant questions, the answers to which vary greatly depending on the needs of each organization.
One thing is certain: regardless of the strategy chosen, the well-being and professional growth of employees depend on listening and implementing processes and tools that promote effective two-way communication.
Stay connected at all times, regardless of workplaceAccording to Microsoft, the concept of hybrid working is not as contradictory as one might think. The technology giant also offers a very interesting solution to the hybrid paradox: putting aside the binary logic opposing virtual and face-to-face modes, dismissing the obsolete notion of the physical workplace and replacing it with experiences that reach and involve all employees and which take place in a completely reimagined “space”.
The pandemic has taught us that the quality and relevance of work has nothing to do with where it takes place. Today, a truly hybrid work “space” is no longer defined by an address where people meet, but rather by the place, mostly digital, where tasks are carried out. This new concept of the “desk” is based on advanced technologies that transcend physical barriers to promote connectivity and support the achievement of team objectives. It is the feeling of working for a common cause, much more than meeting in an office tower, that forges the true sense of belonging.
A question of balance of flexibilityAnother lesson learned during the pandemic: collaborative work doesn’t just happen in groups. It actually requires relatively large periods of solitude, which the employee can use to concentrate and carry out their tasks without interruptions or distractions. It is in this context that teleworking, whether at home, in a café or in a shared workspace, takes on its full meaning. Too much time spent in a group in a meeting room or in videoconference can lead, the fact is, to a drop in energy and a loss of productivity.
Hence the importance of creating a bridge between physical and digital experiences. A growing number of meetings occur in hybrid mode and in this context, it is important not to disadvantage individuals working remotely. To remedy the situation, the Harvard Business Review recommends that meeting places should be given special attention to sound, lighting and document sharing. If necessary, participants present in the office, even gathered around a conference table, could follow a meeting via their laptop to be on equal footing with their colleagues who participate remotely. Another option are digital solutions such as Teams meeting rooms, which are specifically designed to foster hybrid working and inclusiveness in meetings.
One thing is certain: when the ways of working change, office spaces must adapt!
Betting on cutting-edge, adaptable and scalable technologyThe effects of the pandemic have profoundly transformed the way we work, both for SMEs and large companies. It is in this context that the launch of Microsoft Viva makes sense. This experiential digital platform for employees was designed to help teams perform and thrive, no matter where the work takes place. This veritable toolbox, directly connected to employee workflows, relies on Microsoft 365 features, including the essential Microsoft Teams.
Based on AI, the Microsoft Viva platform, powered by Microsoft Teams, is entirely dedicated to the well-being, work organization and training of employees, whether remote or face-to-face. As Brian Cann, regional director for Eastern Canada at Microsoft, explains, “The Viva platform brings together tools to support employee engagement, learning, well-being and knowledge discovery, directly in the everyone’s workflow. I love seeing how employees, at all levels and in all departments, are using Viva to learn best practices and understand their own behaviors, enabling them to improve their employee experience. »
A powerful digital solution Microsoft’s Viva platform is rolling out in four add-ons, all of which offer a practical solution to pandemic-related issues, as determined by studies conducted by Microsoft.
Among these, the Viva Insights module focuses on the well-being of employees by encouraging them to adopt healthy habits at work. This tool notably offers personalized advice on time management – a key factor that affects both the level of satisfaction and productivity – and fulfillment in the workplace. All this, complemented by professional development support.
Viva Insights comes in three parts. The first, which is aimed at individuals, encourages them, among other things, to set aside time to take breaks, to concentrate fully on their tasks and to assess whether or not their work habits promote their well-being. The second part, intended for team leaders, includes recommendations to promote the well-being of employees and optimize their performance at work. As for the third part, dedicated to leaders, it identifies the trends observed across the organization to enable them to meet new challenges and help them adapt to inevitable changes.
The advantage of such a transversal approach, which involves employees as well as leaders, allows organizations to meet the challenges posed by the pandemic in a concerted manner. And this, by focusing effectively on a safe bet: the well-being of employees.
For more information: Microsoft Viva.
Founded in 1985, Microsoft Canada Inc. is the Canadian subsidiary of Microsoft Corp. (Nasdaq code “MSFT”), the global market leader in software, services and solutions that help people and businesses realize their full potential. Microsoft Canada offers sales, marketing, consulting and local support services across the country, in French and English.
This content was produced by Le Devoir’s special publications team in collaboration with the advertiser. Le Devoir’s editorial team had no role in the production of this content.