At the beginning of 2020, many functions within life science companies were firmly 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 workplace. If flexible agility, clinical trial innovations, and bioinformatics are signs of permanent change, what does this mean for life science organizations?
Our latest Career Insight, ‘Performance over Presence’ offers a review of the hybrid-remote approach; a business model which intertwines working on-site with remote work flexibility. 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 some working in the office and some at home? Can hybrid working arrangements prevent a misalignment between employers and employees?
At EPM Scientific, these are the questions that have defined our post-pandemic conversations. Perhaps, the hybrid approach allows employees to be part of the evaluation and offers a window into a more purpose-driven and brighter future for the workplace.