Hybrid Work Idea Catalog - June 2021 - Copenhagen Institute for Futures Studies in collaboration with Cisco Systems
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June 2021 Hybrid Work Idea Catalog Copenhagen Institute for Futures Studies in collaboration with Cisco Systems
Table of contents
Welcome and
introduction
by CIFS Interview with
Daria Krivonos & Hybrid work Hybrid work Hybrid work and Hybrid work
Carsten J. Videcrantz and leaders and HR the employee and IT
Page 3 Page 8 Page 14 Page 21 Page 26
Cisco / Instituttet for fremtidsforskning
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems
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Introduction interview
Navigating hybrid work
An interview between the CEO of the Copenhagen Institute for Futures Studies, Daria Krivonos
and the CEO of Cisco Systems Denmark, Carsten J. Videcrantz.
There are some events that leave a For more than a year, Corona has been ”At least one thing remains to be seen after the pandemic:
permanent mark in history. The latest is forcing companies around the world into
COVID19 - or more populary known one gigantic experiment. Working from We will work more from home. Many would like to stick
- Corona. home and hybrid workplaces. In Denmark, to the flexibility that Corona has developed. The entire
more people are now allowed to return to
virtual setup that has been created over the past year.
Few had probably foreseen that we, over the office. Some people long for coming
the course of one year, would be part back, while others fear it. Many can see that it works - and the benefits far outweigh
of a society that would change at an the negative aspects. It will be exciting to see what it
unprecedented rate. The world stopped In parallel, many companies are
and shut down. Still, Corona accelerated considering whether working from home means in the long run”,
many processes in several layers of our has come to stay when Corona loosens says director Daria Krivonos from the Copenhagen Institute for Futures Studies.
society. It took us digitally to a place many its grip on society. This also applies to
thought would not be possible to reach for the Copenhagen Institute for Futures
another 10 years. One of the changes that Studies. They have used the lockdown to
have come to stay is working at home and re-arrange the office with working from
the way we arrange our workplaces. home in mind.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems
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With more than 250 locations across “At Cisco, we call it a hybrid workplace. “It has become significantly more difficult to bring new
87 countries, Cisco employees are no Where one does not make a difference
strangers to working hybrid. Managers between being at work physically or from
projects to life. When you sit together physically, things
can be based in one country, but lead home. I have personally always felt that are naturally divided between people. When it is two-
teams spread across several countries. hybrid makes other demands for meetings
dimensional, it is very difficult. There has been an
However, moving from hybrid to purely and the physical setting. Because if you
digital – and back to hybrid is still a sit alone virtually and three others are asymmetry in how much energy you put into a project and
challenge as a leader. Cisco Denmark physically together, how can you create the effect. The braking distance has simply become
CEO Carsten J. Videcrantz says: equal conditions for everyone? It is
difficult to master, and companies will
shorter, and intertia becomes a reality”,
have to think it into their strategy and says the director of the Copenhagen Institute for Futures Studies.
business in the future”.
Both Daria and Carsten also agree that
in the future, five days a week in the office
is a chapter that is over. That is why it is
extremely important to have a forum where That is a point Carsten recognizes: Escalation of conflicts
you can learn from different companies. ”This resonates so well. The other day, becomes difficult to deal with
I was thinking why I have to push on all the
Another side of the coin for more freedom
time. It has never been a concern before.
New projects must be and working from home is how we handle
But now the ball does not roll in the same
pushed through conflicts. When you sit behind the screen
way as in the physical space, where
you do not meet face-to-face by the
Although both Daria (CIFS) and Carsten people talk, point to each other, and laugh.
coffee machine. Conflicts will to a greater
(Cisco) see the hybrid workplace as It is frustrating as a leader to observe that
extent be allowed to live their own life in
unconditionally positive, it is not without things stop faster if I’m not particularly
secret.
challenges. A key point is how new mindful of helping to push a little. It is a
initiatives and projects require extra challenge for one’s energy level, and it will
attention. Especially from managers continue to be so when more and more
when employees sit in multiple locations. people work from home”.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems
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“The relationship between employees “We have experienced conflicts. Escalating
can in part be reminiscent of what you conflicts. Someone crosses the line, and
have with your wife, your boyfriend, or my options for dealing with it as a leader
best friend. If you do not get to take the are completely different today. It is harder
small things in the bud, then it builds up to be in sync and on wavelength when you
and suddenly crash and burn. Of course, have to call someone up instead of poking
this can apply regardless of the work him or her on the shoulder”, says Carsten
situation But when you sit at home alone, J. Videcrantz.
it becomes increasingly difficult to solve
“As a leader, I believe that people have freedom.
these things,” says Carsten J. Videcrantz. They are welcome to sit on the sofa all day, but Covid-19
Employees’ make various
demands has meant a transformation from possibility to coercion
Daria Krivonos calls the new setup a
’long-distance relationship’: The situation with working from home due to the lockdown. It has made people lack flexibility.
“It feels like a long-distance relationship during the lockdown has truly divided the It must return now, and we must allow people to see
with 30 people. And I completely agree Danes into groups. There are some who
that if the waves go high in a meeting
great value in a mix between meeting in the office and
have not been able to come back fast
- we all have bad days - then you do not enough. Those who have found them- being at home,”
have the opportunity to correct it when you selves comfortable in at home have found
says Carsten J. Videcrantz.
just casually meet at the coffee machine a new peace of mind. And then maybe
afterwards”. the group that most of us belong to; the
freedom to take a few days at home
It would be utopian to think that there and a few days at the office each week.
will be no major or minor conflicts in a Regardless of which group you belong
workplace. But the hybrid workplace also to, there is a clear tendency and
puts the leader of a company in unfamiliar expectation in society that employees
territory. The physical contact sometimes in the future will have a choice. More
will be replaced by virtual. freedom to define their own workflows.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems
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Daria Krivonos agrees that there is a shift The balance can be difficult to find. One
where new traditions will emerge: of the big questions is how much should
managers and colleagues influence the
“From free weekend to house arrest. It is individual’s choices? It is especially a Carsten J. Videcrantz is also reflecting upon how to find the right balance
the lack of free choice that has prevailed difficult exercise when a diverse workforce for each individual employee.
under Covid-19. But there has also been views hybrid work differently.
room for a work climate where one has
been able to take a jog during the lunch “Introverted employees are doing super
break. We have all been used to working well concerning the new workflows.
“We have employees who have said they almost view
in the office, and a shift to new traditions There could well be an employee that themselves as freelance consultants when they are at
is difficult. But at the same time - easy to you, for example, never see again.
home. It gives both a good feeling of freedom, but it
relate to. Because we ’just’ have to get But everyone is different. There may also
into an everyday life where we have to find be employees who sit in many meetings can also end up with a longing for togetherness, the
out for ourselves what the framework is.” during the day who miss the recognition office, colleagues, and so forth. How do you find the
of the work they do. Because at home
you are behind a screen instead of in the
balance between that? That’s what I’m most nervous
office, so no one really knows what the about.”
person is doing. It is the manager’s job
to ensure that this does not happen.
But the colleagues in the physical space
also mean a lot in that context”,
says Daria Krivonos.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems
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Welcome – CIFS
Welcome to your future of hybrid work
Some say that the lockdown of offices the future of hybrid work. We have key findings, tips, and tricks from the
around the world has been speeding up gathered data from a range of big Danish process will be presented to you in this
trends we already saw before Corona. public and private organizations. The data document.
Others fear for their organization’s future was collected through a questionnaire
as engagement and loyalty have tumbled. sent to 40 well-known organizations in The future will change for leaders, employ-
Denmark. The answers from the question- ees, HR managers, and IT managers.
No matter what perception we each naire inspired two roundtable discussions. With this idea catalog, we hope you will
have about the future of work – If it is an In the discussions, 10 HR representatives find inspiration going forward. We will
opportunity or rather more of a threat – we were invited to participate. All from diverse never go back to “the way things used to
are sure that working environments will be industries and companies. be” – which is why 2021 just might be the
more hybrid in the years to come. perfect time to rethink how you work in
The HR officers offered their perspective your organization.
The Copenhagen Institute for Futures on future trends and learnings. From
Studies and Cisco Systems has conducted steering big organizations throughout the
a quantitative and qualitative analysis of lockdown to personal experiences. The CIFS
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems
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Hybrid work
Leaders
There is no going back to January 2020. As a leader, you will be faced
with new challenges in a hybrid future. Leadership in hybrid work is not
the same as distance leadership or leadership at the office.
But remember - this is not only new territory for you, but also for your
employees, and the rest of your organization.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems
9 Hybrid work Leaders
Opportunities
Hybrid work and environ-
mental consequences as
an opportunity.
In the coming 12-24 months, your focus To do list:
towards hybrid work might not be the • Map out where your team is and how
environmental impacts. However – from they have been performing during the
a climate perspective a hybrid future lockdown.
Make clear plans for when and There will be opportunities for many
companies to cut costs by: could be one element in reducing your • Create processes that build on the
how your team should meet. positive aspects of hybrid work - for
• Decreasing the size of office spaces. company’s carbon footprint. Why not
For which part of the work process is it • Moving certain sites to less expensive implement this as a part of your strategic example, better work-life balance.
acceptable for your team to work inde- neighborhoods. goal? • Create processes that reduce threats
pendently of time and space? When do • If employees prefer to live in the and downsides - for example:
you want your team to work at the same suburbs; local hubs in suburbs or 2 tier Recreating the team spirit in the
time, and in the same place? Take input
Hybrid solutions can foster organization.
cities might be an opportunity.
from your colleagues, employees, and agility, speed, and efficiency.
team leads. Be clear in your communica- Is this an opportunity or threat in your
tion, when you have decided what is best Hybrid work and the increased organization? For many organizations,
for your organization or team. talent pool. this is not a simple question to answer.
The hybrid future will allow you to expand Some companies are on a journey to a
much more agile, fast, and efficient future.
Hybrid work and cost your company’s talent pool, as physical
attendance at the office and commuting Others struggle with a lack of motivation,
perspectives.
might be less important to some teams. team spirit, and decreased efficiency.
The conducted survey indicated that This could be expanded into new ways
organizations have less focus on the of working, where a greater part of your
cost aspects of hybrid work. But long staff could be external entrepreneurs.
term there might be considerable cost This solution can lead to more flexible
perspectives for hybrid solutions. and agile organizations.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems
10 Hybrid work Leaders
Threats
Loyalty could be a big issue in
a hybrid future.
Anecdotal evidence points to many
organizations are afraid that hybrid work
will create a trend towards less loyalty.
Loyalty and retention of key people will
Losing touch with your people be an even more important KPI in the
future. Some people might start to feel
in the hybrid organization.
more like entrepreneurs or consultants
No one-size-fits-all. Some will enjoy because of the digital and hybrid work
a hybrid future, and some will not. A processes. How do you plan to retain
question to all leaders post-Corona: them in a hybrid culture?
Do you know the mental state of your
employees? And do you know where
they would like to be in the future? Did Time management in a hybrid
you call your co-workers and direct future.
reports on their last birthday? Even with Calendars always fill up fast. And even
a busy schedule of back-to-back digital more so when most meetings are digital
meetings, you still run the risk of being or hybrid. Do you plan for small breaks
invisible. The many small touchpoints where you have time to refocus and The human touch in a digital forget all these things in the digital and
with employees during the day are compose yourself before the next
world. hybrid meeting space. Going forward:
difficult to replicate in a digital world. meeting? Or is your calendar filled with Make sure you are present as a leader,
How do you manage to stay digitally digital back-to-back meetings without There is a risk that we forget the human and as a human and fellow companion
in-sight with your team? end? element of working. The “pat on the to your employees.
back”, the small talks with employees,
the smile when we meet at the coffee
machine or in the canteen. We tend to
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems11 Hybrid work Leaders
Insights, ideas, tips
Be very clear about your level Make sure your hybrid setup Make sure there is value for Remember to schedule
of ambition for your team and matches your organizational the employees in getting back informal and social events in
your employees in hybrid values. to the physical office. your fully packed calendar.
setups. Many HR officers repeatedly pointed to Is the physical office supporting the goals A fully booked calendar with end-to-end
Make sure people know it is okay for kids, the team spirit as a key asset at their of the organization, the teams, and the hybrid meetings is a common pitfall.
cats, and spouses to interfere in digital organization. Team spirits are difficult individuals? Which location is preferred: Make sure there is room for informal and
meetings. For most employees, the hybrid to maintain in hybrid setups, as some The home office or the physical office? social interactions with your stakeholders
setup is still rather new and uncharted employees might feel left out. Make sure And why? and employees.
territory. And even though ambitions the systems that support the hybrid
always should be high, cut the employees workflow also support the team spirit
of your organization.
Make sure there is value
some slack in the coming 24 months.
created in meetings with you.
Employees have probably seen less of you
Let your clients and stake-
during the lockdown than they would like.
holders set the stage for
Make sure that you are available for
hybrid collaboration. informal meetings.
The rest of the world is going hybrid as
well. Be open and able to handle the
preferred setups and processes from
your key stakeholders.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems12 Hybrid work Leaders
2 things you must Example(s)
avoid/never do Show yourself. At a big Danish/
Global company, leaders are encouraged
“Over the last year we often felt not just
unheard, but at times actively ignored.
to meet with employees working from Messages like, ‘we know many of you
1 home. Whether it is in their home, or for a are eager to reconnect in person with your
Believing that we will return to 2019.
stroll around the neighborhood. It creates colleagues back in the office,’ with no
Don’t expect the digital boost and the hybrid workplace to fade away.
trust and allows more sensitive employees messaging acknowledging that there are
It is here to stay.
to talk about concerns and anxieties rela- directly contradictory feelings amongst us
2
ted to work. No agenda. Just two people feels dismissive and invalidating. Not only
D
o not design your organization and future workspace talking. do many of us already feel well-connected
based solely on the Corona lockdown experiences. with our colleagues worldwide, but better
The lockdown will end, and you need to plan for a truly hybrid future. As Who’s the boss? A major Danish connected now than ever. We’ve come to
mentioned by an HR officer from a big Danish organization – the lockdown retailer has decided to leave it up to team look forward to working as we are now,
was something extraordinary and the future of work needs to be built on managers to decide on the hybrid flexi- without the daily need to return to the
solid trends and demands from employees and colleagues. Not from the bility for their team. Different groups have office. It feels like there is a disconnect
emergency mode of the lockdown period. different needs and expectations - it is not between how the executive team thinks
possible to make one rule fit for all. about remote / location-flexible work and
the lived experiences of many of
The non-return of employees to Apple’s employees.”
Apple offices. After Apple announced
their plans for hybrid work and a strategy Where are your employees? What letter
for returning to the office, they were met – good or bad – would they want to send
with a letter from employees; to you?
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems13 Hybrid work Leaders Long term question How will you keep the organizational culture alive in a hybrid world, where physical meetings are “a quarterly occurrence”? All organizations tend to focus on the unique team spirit in their company. Are your team spirit and culture robust enough in a hybrid future? Copenhagen Institute for Futures Studies in collaboration with Cisco Systems
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Hybrid work
HR
Organizations and processes need to be re-designed after Corona.
Organizational boundaries and mindsets have changed. You and your
HR team will need to take on leadership in an asynchronous and hybrid
future. The collective “WE” at your organization will be challenged
by new trends in work-life.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems15 Hybrid work HR
Opportunities
priority for HR? Or, was it something that
could be added later on, if time and
budget allowed it? Now is the time for a
change. It has become essential that our
attention shift towards workplace design.
Focus on creating great hybrid solutions
- for all employees and stakeholders.
Both in regards to the setup at work, but
Build on the trust created Pure digital meetings have also when we work from home. How do Increase your recruitment
between employees during been a blessing for a lot of you incorporate remote workers into your pool.
the lockdown. physical space?
employees. In a hybrid workplace, more employees
Most employees have been coping well For some employees, hybrid work is no become able to work at your organization.
with working from home. Many even have news. What is new, is that now these When you recruit, consider if the talent
shown high levels of efficiency. And the employees feel like equal participants in pool could be geographically expanded.
(few?) leaders who have had less trust in meetings that used to be “hybrid”. Pure If your hybrid solutions allow for it, why
their employees might readjust their per- digital meetings provided space and not? The same thoughts and ideas can
spective. Building on trust in employees opportunity for everyone to feel equally apply to internal talent pools.
can create a stronger organization. heard. Take the opportunity to build on An example is from The Salvation Army
this experience. Incorporate good meeting in Norway. They are exploring how to
habits into a successful hybrid setting. leverage the internal talent more than
an hour’s commute away from their
central office.
Use the momentum and focus
on workplace design going
forward.
Think back to 2019, prior to Corona.
Was workplace design a true strategic
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems16 Hybrid work HR
Threats
Lack of empathy:
take a temperature check.
Most of us have experienced a roller-
coaster ride during the lockdown.
In the first phase of the lockdown,
most employees were committed to
Retention and attraction Dialogue changes on
changing processes and habits.
of talent. But tempers have been rising in many
digital platforms.
Retention has always been an important teams and the fuses have become much Digital etiquette will still need to be
subject for HR in many organizations. shorter as time has passed. Perhaps it emphasized. And at a deeper level:
Now, new questions are rising. is a result of less physical interaction
• How has the dialogue changed in
between colleagues. However, a lack of
your organization?
• How did Corona change your empathy amongst colleagues must be
• Are the hybrid dialogues as honest,
colleagues’ and potential colleagues’ addressed. Revisit policies for meetings,
constructive, and in-depth as dialogues
mindsets? revisit culture, and remind people of the
in a physical meeting room?
• How have the talents’ mindset changed organizational values. Most organizations
• Do they voice opinions in the same
when looking for new challenges? are proud of their team spirit. What is
manner as before?
• Has loyalty decreased? the status of the team spirit at your
• Are your colleagues honest? Some
• Do you need to put more focus on organization?
organizations point to fatigue similar
long-term loyalty processes?
to the problem with empathy:
People/employees tend to be less
honest in a hybrid setting.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems17 Hybrid work HR
Insights, ideas, tips
Create a formal transition plan.
As society is starting to reopen, a formal
transition plan will be a great tool for HR.
Both in the short term and for thinking
ahead. What are your key objectives and
policies?
Increased focus on employees’ Create stronger ways of Set the standard for hybrid
social life - looking at work- collaborating across sites work in your sector.
Use different time frames. related components. and geographies. Together with top management, it should
• What is the strategy for a day in an Some employees are energized by the Silos might have been reinforced during be considered how you address hybrid
employee’s life? Example: “You are social aspects of a work culture. Make the lockdown. For many organizations, we work in the future. Is the hybrid future
allowed to work from home but need to sure that the hybrid/digital part of work have seen a trend towards polarization of going to become an asset that your
check in with your team leader once does not dominate for these individuals. networks. As a result, the core ones have organization can leverage? In attracting
during the day”. Whether it is in the everyday work at been strengthened. But the ones deemed talents, retention of employees, etc.?
• What is the strategy for a week in an the office or the office parties and other less important have suffered. Going Or are you a follower? No matter what
employee’s life? Example: “Employees social activities. And especially when forward with even more hybrid solutions, decision you come to – remember
are required to spend a minimum of onboarding new, early-career employees. there is a risk that we will see silos that employees will have raised their
2 days at the office”. continue to proliferate. expectations. Both regarding workplace
• What is the strategy for a year in an design and hybrid solutions.
employee’s night? Example: “Employees
have the opportunity to expand holidays
and enjoy working from anywhere for
2 months per year”.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems18 Hybrid work HR
Insights, ideas, tips
Make sure that all stakeholders’ Make sure that rulesets for
demands, and experiences are hybrid work are explained
acknowledged. clear and concise.
Many people might fear going back to For some employees, it will be “Office-
working at the offices. How will you and first” and for others, it will be “Hybrid/
your organization accommodate scared home-first”. There will be times when
and anxious employees? The fear might different rules will apply to different types
have to do with the perception of how of employees. Rules will have to differ. You
other people follow the rules (for hygiene need to explain why they differ regarding
etc.). This means that a common/top- hybrid opportunities in the organization.
down communicated rule set will not
be enough. Compliance is even more Onboarding can continue to be Make sure hygiene standards a lack of standards and guidelines. But,
important. a challenge in a hybrid future. are up to scratch in the office. because the people in the expensive seats
distrusted the compliance of people in the
It has not been the easiest task during Guidelines need to be clear and compliant.
cheaper seats. Creating trust in physical
the lockdown. Re-examine and evaluate Many people in your office space might
spaces will be even more important.
the onboarding with those employees trust you and your guidelines, but distrust
hired during the lockdown. Learn from the other people in the building. A curious
experiences they bring to the table. Reach example was seen during the winter of
out to people who felt left alone during 2020 at the Opera in Madrid where A
the onboarding process. concert was stopped. Not because of
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems19 Hybrid work HR
2 things you must
avoid/never do Example(s)
1 Do not let people leave your organization before you fully
understand why. Did the hybrid setup influence their
decision to leave?
Why come to the office? A big
Danish organization has been upgrading
their physical workspace before and after
The communication about the physical
office has been strong and direct. In this
case, employees have been asked to go
Was it inadequate IT solutions? Lack of motivation? Lack of physical contact? Corona. They want to make it clear to to the office a minimum of one day per
Learn how, why, and what. all employees that there are huge benefits week.
in coming to the office. Social events, chefs
2
and entertainment have been upgraded.
Do not let anyone be alone with their lockdown experience. And most importantly: all employees are
One key element of the future of hybrid work is the individual demands that clear about the upsides of going to the
have emerged amongst employees. We each experience hybrid work life in office. Both from a social as well as a
our unique way. Many companies are still not ready to accommodate – to a pure-work perspective.
reasonable extent – individual needs and demands. Many employees might
demand a buffet of opportunities. Managing expectations is always important
and even more so in the next 24 months.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems20 Hybrid work HR Long term question How will you manage an increasingly complex future as an HR professional? As organizations become more flexible and agile in mindsets and processes: • How will you define the boundaries of your organization? • What will your responsibility be in the future? • Will you be a facility manager of employees’ homes? • Will you have to manage a huge network of people, loosely connected to your organization? Copenhagen Institute for Futures Studies in collaboration with Cisco Systems
21
Hybrid work
Employee
After the lockdown, you will find many changes in your work life.
Some will be positive – more flexibility will for sure be part of the
future setup at work. Some will perhaps be negative – is flexibility
always a good thing? You must investigate how the opportunities
of a hybrid future can help you going forward. All the while
avoiding the pitfalls of hybrid work.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems22 Hybrid work Employee
Opportunities
The physical workspace will not disappear. Let the clients decide how
But remember - See the new hybrid set they want to meet.
up as a way of interacting with your intro-
verted colleagues in a better way. Respect Have an open approach to meetings
that the introverted might prefer working and collaboration at large. Even if your
asynchronously of time and space. Use company has policies in place for hybrid
that to your team’s advantage. work inside the organization, be aware
Find the right balance between
that clients will expect you to play by
work and family life. their set of rules.
Be honest. The lockdown has probably Educate your manager and be
transformed your everyday life more than a reverse mentor.
you imagined. Make sure that you have
Maybe your direct manager is less tech-
an honest appraisal of what is working for
savvy than you? Use the post-Corona
you in the hybrid future. No one expects
time to educate your manager. Forward-
your working environment at home to fully
looking organizations will realize that the
mirror the office. Standards will differ
post-Corona hybrid workplace is a great
between offices and homes. Reach out
opportunity for developing mindsets and
to teammates and colleagues.
changing attitudes. Also remember:
Go easy on your teammates – they might
To all the extroverts: still struggle with some parts of the hybrid
You have probably suffered future. If you are the one struggling,
remember to reach out as well!
during the lockdown.
Are you missing the buzz, the interaction
with people, and feeling the energy
flowing through the room? Do not worry:
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems23 Hybrid work Employee
Threats
Bad habits picked up during To all the introverts:
Corona should not become The lockdown might have
part of your future work life opened your eyes to new ways
Whatever kind of physical or psychological
of working that cater to needs
negative affects you have experienced
and requirements.
– be open and honest to yourself. Talk to Make sure you continue to build on that
colleagues in your team, HR, or even in the future (more working from home
someone outside of your organization. perhaps?) But remember: Your colleagues
You are not alone. might have had other experiences and
might want to reconnect in physical
meetings.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems24 Hybrid work Employee
Be clear and honest about your Your competence profile Pull the breaks. Remember
ambitions in work life - and life might need to be updated in to schedule breaks and social
in general. a hybrid future. activities in your calendar.
Even with a more hybrid working environ- We will probably see learning programs You leave one hybrid meeting and go
ment that saves you time regarding com- change in organizations – which will be straight into the next meeting. And some
muting and provides you with added dealt with by HR. But from your perspective: of the meetings might even overlap.
flexibility in everyday life – be realistic. Will the hybrid future require new skills That is not efficient nor is it healthy.
Corona has not turned us into super- and competencies for you Remember your breaks, the digital cofee
women and -men. personally? talks, and the things that allow you to
focus on the next task and the next
Insights, ideas, tips
meeting.
Look at your home one more
time.
You probably did not move into your home
thinking that this would be perfect in a
Be clear about what gives you The motivational pull should lockdown situation. Or even in a hybrid
energy during the workweek. be in focus. world/future. What changes need to be
Sometimes the drive to work in your car For most people, motivation tends to be made when hybrid work is part of everyday
might be what gives you time to focus supported by colleagues, managers, team life? How can your employer assist you?
and gives you energy. If the (energizing) spirit, and KPIs. How do you keep your And maybe your home is not suited for
car trips are fewer – where do you go to motivation in the hybrid future with fewer work because you lack space? If so, make
recharge your batteries? physical meetings? Once again: Be honest sure you are not stuck in a situation where
and reach out. you must work from home.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems25 Hybrid work Employee
2 things you must
avoid/never do Example(s)
1 Donot underestimate your colleagues’ experiences with
lockdown and hybrid work. They might have a perception that is
miles away from your own experience.
How do you create trust in your organization?
In a big Danish organization with challenges related to workplace behavior,
trust is seen as a highly important part of dealing with the challenges.
Here, trust and safe working conditions require people to meet physically.
2
Talking about difficult workplace matters with your colleagues is never an easy task.
Do not underestimate your need for time management. Doing so in a purely digital setup is even more difficult. This is one of the many
Is your future more flexible and do you have a bigger say regarding how reasons why you need to meet with your colleagues, every once in a while,
you work and where you work? Make sure that your plans and to build trust.
expectations are realistic and time-bound to separate your work life
from your personal life.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems26
Hybrid work
IT
Hybrid work will certainly stress and challenge our organizations. Going
forward into a fully hybrid world requires new ways of supporting your
colleagues. No one should be left standing at the station as we move
forward. Whether colleagues will be working at the office or from another
location, we need to support them. And we need solutions where
everybody feels included.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems27 Hybrid work IT
Hybrid is always first.
Most companies have yet to create
working environments where hybrid is
Opportunities
always first. Too often we get stuck in
either a pure digital or a pure physical
set-up/solution. Rethink what hybrid
truly means for your IT landscape.
IT strategy needs to be part of Working from home will be More focus on solutions and
the overall strategy process more important – as will other platforms that allow employees
and landscape. ways of working outside the to work asynchronously in
traditional office. time and space.
IT strategies and policies are more impor-
tant than ever going forward into the hybrid In the homes of your colleagues, the Help formulate policies and guidelines:
future. Are you part of the strategizing setup will continue to be different com- What can IT bring to the table regarding
process or are you only part of the pared to the office. What kind of solutions solutions that cater to all stakeholders
implementation? will fit into the modern homes of your needs (The organization, the team & the
employees? How can you support? individual).
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems28 Hybrid work IT
Threats Technical barriers for
employees.
Research shows that perceived audio
quality is still a huge issue. Better solutions
Digital etiquette will have to will be required. There will be a need for
improve going forward. even better tools supporting hybrid
processes where innovation and creativity
Make sure employees are educated in
are important. Perhaps you also need to
and know about digital etiquette. The
review your video quality – do you need
learning curves have been steep during
to show physical products in meetings?
the lockdown, but there are still some
Video and audio quality makes a huge
things that needs finetuning.
difference depending on your business’
needs.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems29 Hybrid work IT
Security in a more
Insights, ideas, tips
individualistic working
environment.
The hybrid future will be more
individualistic and more based on
individual decisions and demands.
Support your organization The risk landscape will thus change.
– beyond technology Solutions still need to be safe and
secure.
Solutions need to cater to co-workers’
emotional needs. Lockdown created
Flexibility is key. fatigue and emotional distress. Your system Take lead.
needs to cater to employees’ need for Organizations are looking for
As work will be more flexible in the future,
the solutions need to cater for any type of:
empathy. Health and wellbeing will be part answers that IT will be able
of the hybrid workplace design. to provide.
• Communication
• Role and function Many C-suites will be searching for help
• Internal co-workers as well as external Inclusiveness is a key to and advice. They will struggle with
partners success. creating a hybrid future. And they will
• Physical surroundings need your advice!
No matter what working situation employ-
ees will experience in the hybrid future
it will be paramount that everybody feels
included. In the small hybrid team meeting
or at the big corporate event: Everybody
needs to feel that they are an equal
partner in their team and organization.
There is no room for first- and second-
class divisions.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems30 Hybrid work IT
2 things you must
avoid/never do
1 o not allow digital platform and tool anarchy.
D
Do you have an overview of which digital platforms & tools your organization
provides? Lockdown came fast. The quick adaption to digital has created
a culture, where digital tools are based on emergency decisions. In some
organizations, employees are using more than five different tools for hybrid
communication – and that is only counting internally. Is it secure enough for
your organization? Are these tools adequate to meet the quality standards
for customer meetings? Or how about meetings in the public sector where
sensitive information is shared? How do you keep track of the digital
information flow? Avoid digital anarchy in your organization by having a
clear and communicated plan.
2 Do not think that cheaper solutions are going to save
you costs. It is not always the cheapest solution now that end up saving
company costs long term. Do not make fast decisions on what technical
solutions will benefit your organizations’ hybrid future before you map-out
future scenarios. If a solution is not scalable, viable, or sustainable - maybe
it is not the right fit for your organization. Do not just think right beyond
Corona and lockdown, think 2-5 years ahead. How does the hybrid future
of work look by then for your organization?
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems31
The partners behind “Hybrid Work – Idea Catalog”
About CIFS.
The Copenhagen Institute for Futures Studies (CIFS). CIFS is a think tank working with
trends and scenarios for societies, markets, and people. CIFS is working in 50+ countries.
Please see more at www.cifs.dk.
About Cisco Systems, Inc.
Cisco (NASDAQ: CSCO) is the worldwide technology leader that has been making the
Internet work since 1984. Our people, products, and partners help society securely
connect and seize tomorrow’s digital opportunity today.
Learn more at www.cisco.com.
Copenhagen Institute for Futures Studies in collaboration with Cisco Systems32 A special thank you to… This process has been supported by HR-officers from several Danish public and private organizations. Some of the participants have answered a survey, and some have additionally been participating in two roundtable discussions in the spring of 2021. Thank you to the roundtable participants from the following companies for providing insightful reflections to this catalog. In alphabetical order, we have been kindly allowed to credit the following companies: Novozymes, COOP, DR, Story House Egmont, PLH, Systematic, Lundbeck & COWI. Also, a huge thank you to the participants who provided valuable feedback in the survey. Mentioned in alphabetical order, we have received feedback among others from: Carlsberg Danmark, Implement Consulting Group, LEO Pharma, Novo Nordic, REMA 1000, Statens IT & The University of Sourthern Denmark. From the Institute for Futures Studies and Cisco Systems, We wish you a successful hybrid future. Copenhagen Institute for Futures Studies in collaboration with Cisco Systems
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