HYBRID WORKING
RIGHT TO DECONNECT - VALUE OF CONNECTION

Towards a SUCCESSFUL FLEX POLICY - interactive theatre

Inspiring format to raise team awareness

In a world where work and private life increasingly overlap, hybrid working brings new opportunities but also new challenges: connectedness, the boundary between work and relaxation, and the balance between productivity and well-being. The performance offers a unique perspective on these current challenges.

What is the performance about?

Obstacles : In the first part, the performance zooms in on five essential pillars of a successful flexible work policy (based on research from the Harvard Business Review). Through expressive sketches, the actors provide insights into these basic pillars, and through safe voting with color cards, they gauge the participants' experiences.

In the sketches, we show how the lack of these foundations can result in obstacles:

1. Loss of control: over one's own concentration, colleagues' output, clarity of guidelines, and monitoring of working hours.
2. Loss of culture: fewer relationships due to a lack of common physical activities.
3. Loss of collaboration: difficulty in maintaining smooth contact and exchanging information.
4. Loss of contribution: the feeling of unequal efforts between service and knowledge workers.
5. Loss of connectedness: less spontaneous interactions, introverted colleagues are no longer naturally 'lifted up'.

This chapter results in an intuitive scan: how does the organization score on these 5 foundations.

Remedies : In the second part, we focus on the remedies:

• Clarity of guidelines and agreements. For this, we refer to you as the organizer. Tip: use the performance to (re)communicate the guidelines
• Culture of open communication: freely giving and receiving feedback.
  We stage recognizable pitfalls and then show the best practices.
  Receiving feedback: pitfalls and DO's of the necessary open attitude.
  Subtext: an important emphasis is placed on the concept of subtext, to show that it is not so much the words, but mainly the non-verbal cues that can sometimes deprive someone of the right to give feedback. Or in the good version, grant the right.
  Giving feedback: pitfalls and DO's for giving non-judgmental feedback
  

Who is this performance for?

This performance is suitable for organizations that:

• Want to support the transition to hybrid working.
• Want to combine a clear statement about the 'Right to Disconnect' with an invitation to engage in a 'Valuable Connection'.
• Want to raise awareness around important themes such as work-life balance and collaboration.
• Looking for an original and effective way to make these topics discussable.