Our work lives are being reimagined
how do you introduce and embed hybrid working effectively?
See this as the beginning of the journey rather than the end. Below
are 7 factors that will help you to implement and evolve your hybrid
Testing and learning
There is no existing playbook for this redesign. Your first move is
just the beginning and it’s critical to adopt a mindset of testing,
learning and experimentation to see what approach and methods work
best for you.
How do we do this?
We often begin with a conversation about trends and to better
understand your hybrid journey. We share our perspectives, this is on
us. We’ll then play back to you where we can help.
ICF Next blends expertise in change management, org design, employee
value proposition, behavioral science, communications and culture to
help clients reimagine their future of work.
We designed for necessity. Now we need to design for the future.
We work to join the dots between HR, IT, Communication, Brand and
Operations to design together
We balance commercial requirements with meaningful human connections
We help organizations to be able to run the program themselves
Great execution is as important as theory – we work across all aspects
of the work to create lasting impact
We focus on the system that will deepen adoption – behavior,
influence, process and experience
We create employee participation in both the design and solution
What's important to us?
Helping you to embrace the immediate and emerging future by developing
the thinking, technologies and innovations for work
Re-engage employees with the future
Keep employees connected to your organization while building a deeper
sense of belonging. From launching your hybrid work strategy to
reviewing your employee value proposition – the fundamentals of how
you operate is changing.
Shape an inclusive and diverse culture
Prioritize employee wellbeing
Design for flexibility
A new focus on collaboration
Leading in the hybrid world
Managing teams across hybrid environments is a new challenge for
leaders. Whether that’s thinking about when to bring people together
physically or how you create parity among teams with different
policies, the pressure is on managers to problem solve.
Understand new behaviors
Develop an approach to run behavior experiments in the organization.
This will allow you to explore how effective your hybrid working is,
understand unintended consequences and then use employees to identify
and tackle them.
Gather insights continuously
Switch on your listening mechanisms and develop as many sources as
possible. From line managers to customer experience, support networks
to formal surveys, continually gather feedback on how hybrid working
is going and spot and and identify trends quickly.
Share your learnings
Organizations aren’t always comfortable showing their workings. But to
bring everyone on the journey, try and approach the future of work as
something to be improved together. Be open with your findings, timely
in your communications and open-minded in potential outcomes.
+ Change management + SAFe in remote workforces + People and workforce
strategy + Collaboration strategy + Employee value proposition
+ User research + Employee lifecycle mapping + Experience strategy +
+ Connected experiences + Creative production
+ Knowledge transfer + Behavior experiments + Innovation methodology
+ ICF Climate Centre + Adaptive leadership for a changing world +
Driving workforce culture for a post-pandemic world + Front-line
managers are key to hybrid work engagement + The Now + Next: Six key
steps for a successful return to the workplace
+ About ICF Next + Culture + employee experience + Technology +
experience + Change + org design + Insights + strategy
Managers need to be equipped: think about decision making frameworks,
coaching and sharing best practise.
How do teams best collaborate across physical and virtual worlds?
AI and automation need to become more prominent in role design
Employees need to be inspired and motivated to embrace the future
Technology adoption has truly accelerated in the past 12 months – by
necessity. But the future experience needs to embrace a huge range of
employee preferences and needs. So and then build the experience model
to underpin it. Your managers need greater awareness of how
personalization can be achieved in the everyday.
use personas to map the future experience
While hybrid workplaces are designed for greater choice and freedoms,
a likely consequence is an increase in hours worked and greater
blending of home and work worlds.
How is the future of work a driver of positive change in your culture?
Culture shifts will happen naturally, but through careful design and
intervention, they can help you to
accelerate your commitments to inclusion, diversity and advocating a
more sustainable future for the business.
+ KPIs and measurement + Communications and engagement strategy +
Operating model / organization design + Purpose and values
+ Creative strategy + Vision setting + Audience engagement +
Want to know more?
What does effective collaboration look like in a hybrid work
environment? What tasks are best carried out at home vs in the office?
Identify what collaboration means in your organization in terms of
output and the behaviors and tools required. Collaboration and
teamwork are totally different things.
How do you hard-wire flexibility in the way you design the
organizational structures and determine the roles you need? and is the
key to ensure roles are more efficient and can offer the flexibility
employees demand. Develop new future profiles for key role types and
use design thinking to map the gap to today's roles.
Organizations have to support employees with their wellbeing and
Personalize the hybrid experience
to help them work safely and with care. But this needs hardwiring into
the employee experience, not a series of tools to survive.