Hybrid Digital Workplace

The hybrid workplace is here to stay. Is your organization ready for the transformation it requires?

The shift to a hybrid work model is more than a logistical challenge—it's a transformational effort. Our teams can help, wherever you are on your journey.

If you find planning a hybrid workplace of the future more challenging than you expected, you’re not alone. In our executive poll, executives said they are fielding permanent remote working requests from employees, considering tracking employee vaccinations but not sure how to do so, and struggling with activities such as remote onboarding. 

While executives know the workplace will be different, most don’t know what it should look like – later this year or several years down the road. That’s where we come in. 

We view the shift to a hybrid digital workplace as a transformational effort – one that requires every bit as much rigor as any other strategic initiative. Our undeniably different approach reflects that. We’ve built it around our multidisciplinary perspective that combines industry, operations, organizational and cultural transformation, technology and change management expertise. That allows us to consider all the critical dimensions of a successful hybrid workplace: experience, empowerment, enablement, excellence, and environment. 

It also means we can help you make the multitude of decisions that shape not only your near-term return to the workplace but also your longer-term talent strategy.

Results You Can Expect: 

  • Higher employee engagement 
  • Greater productivity 
  • Increased retention 
  • Better customer satisfaction 
  • Lower costs

What We Offer

Determine your return-to-office plan and hybrid operating model 

Our clients say the biggest challenges to designing a new hybrid work model are building/keeping company culture, managing employee expectations, and deciding when to start phasing in the hybrid model. 

The “return to the workplace” involves many interrelated decisions, each with significant potential impacts. We’ll think through those together and create a comprehensive plan that supports your business strategy and balances the needs of employees, customers, and your business – with focus on areas such as:

  • People, culture, and operating environment (e.g., new behaviors required, realignment of operating environment practices to reinforce desired behaviors) 
  • Customer experience (e.g., the need to introduce more self-service capabilities)  
  • Technology required to manage both the near-term return to work and facilitate longer-term organizational transformation
  • A roadmap and timeline defining the sequence of changes and supporting communication, training and organization alignment activities required to insure a successful transition  

We put particular focus on people and culture – making sure your leaders are aligned, your employees are informed and engaged, and you are prepared to manage the organizational changes ahead. 

Build a digital workplace with a distinctive, engaging employee experience 

A digital workplace isn’t just about a desk, computer, and connectivity. It is just as much – or more – about the experiences that allow employees to collaborate, serve their own information needs, engage in the culture, and provide better support to customers.   

We were building effective digital workplaces long before the disruption, so we are well-equipped to translate this experience to meet the needs of hybrid work. We’ll create strategies for enabling your workforce through technology, using human-centered design principles to make work seamless, easy, secure, and connected – regardless of where people are working.  

Maximize productivity and engagement in a hybrid workplace 

Productivity is always a concern in times of transition. When we polled executives about what they see as the biggest challenges to the business, employee productivity and retention were at the top of the list. We have an approach for that. 

We know what it will take to drive high productivity and engagement during the shift to a hybrid workplace: Defining what roles can be done remotely and what roles need to be in-office. Keeping a pulse on employee engagement and fulfillment. Understanding and addressing changes in workload – for example, through greater automation and self-service tools. Building managers into effective leaders who engage their teams (both in-office and remote) and drive strategy. And empowering employees regardless of where they are working. Our approach addresses these areas, and more. 

Reinvent your talent strategy for a hybrid world 

While you need to make short-term decisions, you should also be thinking ahead. That means considering organization design and talent strategy, with the right leadership for a hybrid workplace. It means instilling new skills that employees will need to succeed in a hybrid world. It means preparing your culture so that employees are empowered to drive success. You may also need to consider updates to the employee lifecycle for a hybrid workplace, including business process outsourcing and contingent strategies that can advance business goals. We have experienced teams ready to support all of these needs.

Want to learn more?