At the beginning of 2020, many engineering and infrastructure firms were thrust into a remote working trajectory, a watershed year for digital transformation within the workplace. For the past year, the high-speed mass adoption of flexible working required employers to redefine and re-examine the engineering workplace, and how to offer flexibility in an industry that often requires on-site presence. If flexible agility, cloud technology, and hardware-based systems such as VPN solutions are signs of permanent change, what does this mean for engineering and infrastructure organizations?
Our latest Career Insight, ‘Performance over Presence’ explores the hybrid-remote approach; a business model which intertwines remote work with working present on-site. If the evolving experience-based hybrid approach is to be established, institutions may be likely to explore the potential benefits and caveats to this structure.
With this new-found employee sentiment, does the hybrid-remote model support workers and simultaneously avoid an eroding of company culture? How can leaders manage performance with teams spread out across the U.S., and the requirements for on-site engineering work? Can hybrid working arrangements prevent a misalignment between employers and employees?
At LVI Associates, these are the questions that have defined our post-pandemic conversations. Perhaps, the hybrid approach allows employees to be part of an integrated strategy and offers a window into a more purpose-driven and brighter future for the workplace.
