Playing an online office is not enough Above I tried to Telemarketing List interpret the current developments in the field of hybrid work in the light of Transformation A. I also mentioned a number of risks and pitfalls, as I did earlier . It therefore remains a bit of what Jitske Kramer calls online office play. Play online office I am convinced that the steps Telemarketing List that many organizations are taking in this area are good and necessary. Giving employees more autonomy to develop their skills, especially if you as an organization know how to connect Telemarketing List your people very well with the higher goal to which you are focused.

To once again highlight Daniel Pink's three Telemarketing List main motivations . Hybrid works and Transformation A Hybrid working in the light of Transformation A is therefore a combination of, among other things: That employees can decide for Telemarketing List themselves whether and when they work from home and at the office Have space to free up time to work undisturbed and concentrated (focus time).

That they focus on what is Telemarketing List important versus what seems urgent That they do work that pays off in the longer term instead of always having to be immediately available and reachable But also that managers facilitate their people Telemarketing List in this without losing sight of the higher goal, the cohesion in the team and mutual communication and collaboration. And all the while, people, teams and organizations are still basically doing Telemarketing List the same work, for the same customers (or residents, tenants, patients, students, etc.) and I think more or less the same processes.