4 ways organization design can enable the hybrid workplace  

29 January 2021:

The COVID-19 pandemic has permanently shifted the workplace, as it’s become clear that remote work is viable for many workers, and the workforce will not likely go back to the way it was before the pandemic. Gartner research reveals 48% of workers will work remotely at least part of the time after the pandemic, compared with 30% before COVID-19. As remote work increasingly becomes part of the norm, more organizations than ever are adopting the hybrid workforce model.

Unlocking Hybrid Opportunities by Rethinking Organization Structure and Role Design

At the start of the pandemic, HR leaders were forced to examine which roles in their organization were viable in a remote setting. The shift to a hybrid workforce is an opportunity to reevaluate roles and the organizational structure that underpins them, rather than only considering which preexisting roles and structures can be done remotely. HR leaders should consider the following ideas:

Centralize support functions virtually to increase accessibility.

Traditional organization design is built upon the assumption that workers group together in a physical location and interact in person. As more organizations embrace a hybrid workforce, centralizing support functions virtually can make them more accessible and help avert exclusion and redundancies. For example, instead of locating HR business partners (HRBPs) with teams across various physical settings, centralizing HRBPs virtually—via portals, inboxes, conferencing and messaging apps, networks, etc.—increases accessibility for both on-site employees and those who work remotely. Centralizing support functions also offers opportunities for efficiencies of scale.

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Source: Human Resources Executive

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