No matter what happens with vaccines, variants and lockdowns, everyone agrees that we're looking at more flexible working patterns, including remote or hybrid working.

Only 7% of respondents in a recent survey* said they wanted to return to being in the office 5 days a week. Scores of employers have announced they'll be offering greater flexibility.

So we can no longer rely on short-term fixes. To make a sustainable success of hybrid and remote working we need specific solutions and strategies.

_{*YouGov survey for Locatee, November 2020}

There are some things that just don't work as well online, no matter how much creativity and effort you put in.

We're missing the serendipity of those unplanned conversations as you make a drink or walk up the stairs. This impacts on innovation, on relationships between teams.

And mixing remote and in-office workers poses an extra set of challenges. How do you treat people fairly? How do you make sure everyone's voice is heard? 

That managers haven't had the training they need to facilitate remote and hybrid working was one of the key points in the first Work after Lockdown report. 

And this need for training is backed up by managers themselves: just 13% of respondents in a recent survey* felt their management and development of their team was as effective as being office-based.

Remote and hybrid working has made performance management more complicated. You'll get a strategy to to enact so that you feel more in control of performance, but without becoming a micro-manager

People perform better and collaborate more willingly when they understand where they fit into the team's and organisation's goals. When people are dispersed in remote or hybrid working this becomes more difficult.

We'll give you a number of tools so you can pick he one that'll work for you and your team members.

To get your team members performing well when they are not in the same space, you'll need them to embrace accountability. We'll talk you though ways to get team members on board.

During crisis management and periods of flux it is easy for managers to end up becoming too operational, short-term and tactical, rather than being strategic and planning the long-term.
Likewise your team members may have shifted their roles.

We'll share the secret to getting back to what you're best at.

Hybrid and remote working poses lots of challenges. If you give maximum flexibility, how do you make sure everyone has the same opportunities, responsibilities, workload and expectations?

We'll help you through this, sharing the latest insights. 

Without regular in-person contact, many managers have lost that 'sixth sense' of how their team members are doing, who is overloaded and who can help out.

We look at how to ensure your team have the emotional capacity, the physical resources and the time to perform.