Building Resilience in a Hybrid Workplace

The tools that allow for remote work have been around for years yet, many companies continued with the 8-5 physical mode. That all changed with the onset of the pandemic. Businesses and organizations of all sizes quickly empowered their employees to work remotely in an effort to keep people safe while ensuring business continuity, and VFD Group was not left out.

VBank, a financial sector within the Group’s ecosystem was founded in response to the need to improve transactional convenience. We recognized the stress of driving to a physical bank and queuing for hours for a banking solution that could be handled remotely. Hence, we created a platform that allows you to conduct financial transactions from the comfort of your home, with a customer experience team to assist you remotely. The pandemic struck the year after Vbank launched, and uncertain as that period was, it remained one of the times we witnessed an influx of users. Whilst people were unable to move around, they needed a platform to carry out their transactions, and VBank gladly stepped in.

However, the rapid transition to hybrid working has not been without challenges; regardless over the years, VFD Group has been able to strike a balance and build a culture within the hybrid work style, providing employees with the opportunity for flexibility.

How Can an Organization Approach Building Resilience in a Hybrid Workforce?

Allowing teams to find their own way to bring order to the hybrid setup is the best approach. Rather than having all the answers, leaders can invite their teams to identify their various needs. Working remotely will differ for different people depending on how well they’re set up, who else is in their environment, whether they thrive in that format or not, whether they had a choice to work at home or whether they yearn to return to the workplace. We can’t expect people to operate the same way because working from home isn’t a one-size-fits-all scenario.

The same goes for those back in the office. Although the environment might be stable and consistent, there are still variables such as time of commute, whether we thrive being around people in a noisy setting, or whether we are better off working from home but required to be in the office. Faced with this diversity, leaders need to get curious by asking people what works best for them and be willing to create psychologically safe spaces for them to be heard. When these needs have been identified, we must inquire as a team on how to support those different requirements within the resources and realities available.

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