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Performance over Presence

Posted on April 2021

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Change may well be on the horizon and is accelerating exponentially. At the beginning of 2020, many financial services 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, hybrid cloud infrastructures, and open banking are signs of permanent change, what does this mean for financial services organizations?

Our latest Career Insight, โ€˜Performance over Presenceโ€™ offers an in-depth analysis into the hybrid-remote approach; a business model which intertwines telecommuting 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 geographically dispersed teams? Can hybrid working arrangements prevent a cacophony between employers and employees?

At Selby Jennings, these are the questions that have defined our post-pandemic conversations. Perhaps, the hybrid approach allows employees to be part of the calculation and offers a window into a more purpose-driven and brighter future for the workplace.

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