InnovationMap: Michelle Mikesell Talks Balancing Flexibility, Accountability, and Performance in A Hybrid World

In InnovationMap’s recent article, “Houston expert: Balancing flexibility, accountability, and performance in a hybrid world,” G&A's Chief People Officer, Michelle Mikesell provides insight into the debate over offering flexible work models vs. returning employees to the office, and the impact on the employee/employer relationship.

“Proponents of a remote or hybrid work model believe it leads to increased employee productivity, higher job satisfaction, and access to a larger talent pool,” writes Mikesell. “Detractors have a different viewpoint – suggesting employee isolation is greater, cyber security concerns are more complex to manage, and it’s hard to accurately evaluate employee performance.”

Regardless of whether employees are working in-office or in a hybrid or remote setting, employers are responsible for setting clear expectations around how employees work and represent the company. Providing clear workplace policies and guidelines helps to define expectations on topics such as dress code, video conferencing, and more.

Performance management is essential, regardless of where we work. Mikesell explains, “While an annual event is important, encouraging managers and employees to have regular and structured performance conversations and share transparent feedback (regardless of where they work) helps you celebrate what’s exceptionally good, acknowledge what’s on track, and quickly course correct when needed.”

According to Mikesell, there are a few key steps to consider when setting expectations. “First, review your key business objectives and work out what’s required to support the successful achievement of those goals. Design your remote and/or hybrid model around those objectives and place employees at the forefront of that design.”

Read the full article here.