Finding the Right Blend: Aliza Naiman on tackling a Hybrid Work Model

‍Aliza Naiman, marketing manager of Olgam Life, shares valuable insights on what a hybrid workforce looks like for a state-of-the-art plasma donation center - and how to best manage it.

“Ensuring equal opportunity and treatment for all employees is a top priority for us at Olgam Life”

Naiman’s role at Olgam Life involves designing and executing the startup's early online presence, shaping brand identity and market positioning through her extensive experience in the plasma industry and marketing background. Naiman has been with Olgam Life since its inception - in 2020 during the midst of the COVID-19 pandemic.

The pandemic has shown us the endless possibility of remote work and thus, adopting a hybrid work paradigm has become the goal for many organizations. In this blog, Naiman shares her insights on the challenges of managing a hybrid workforce and how “finding the right blend” is the key to tackling it.

Interview Questions

What work model are you currently using and how is it working out for your team?

At Olgam Life, we have adopted a hybrid work model. Our policy allows employees to work both remotely and in-person, depending on their role and personal preferences. We offer flexibility by allowing individuals to choose a schedule that suits their needs, with a combination of remote work and designated in-office days. This model enables collaboration and fosters a healthy work-life balance.

It is definitely not easy to implement an effective hybrid work policy. Could you share with us some of the challenges you’ve faced, and how you navigate them?

To address the challenges of managing a hybrid workforce, we utilize a range of tools and technologies. For communication and collaboration, we rely on video conferencing platforms such as Zoom and Microsoft Teams. Project management tools like Asana or Trello help us track and coordinate tasks effectively. We also use instant messaging applications like Slack for quick and efficient communication. These tools enable us to bridge the gap between remote and in-office employees, ensuring seamless collaboration and information sharing.

“Balancing work flexibility with the need for structure in a hybrid work environment requires finding the right blend.”

While flexibility is important for accommodating individual needs and promoting work-life balance, maintaining a certain level of structure is necessary to ensure coordination and alignment. At Olgam Life, we establish core working hours and encourage employees to set predictable schedules to facilitate collaboration. At the same time, we provide flexibility for employees to adapt their work hours or location when needed, as long as it does not compromise team collaboration and deliverables.

Has the hybrid work model affected team cohesion and communication at Olgam Life? Could you share with us some pros and cons that you’ve experienced? 

The hybrid work model can have both positive and negative effects on team cohesion and communication. On the positive side, it allows for a more diverse and inclusive workforce, as individuals from various locations can contribute their unique perspectives. However, there is a risk of reduced cohesion and weaker relationships among team members, especially if remote employees feel disconnected or excluded.

To enhance team cohesion and communication, it is crucial to foster a sense of belonging through regular virtual team meetings, social activities, and utilizing collaborative tools that facilitate seamless communication and knowledge sharing.

What role do you think trust and communication play in managing a hybrid workforce and how do you build trust and maintain open communication with your team?

Trust and communication are essential pillars in managing a hybrid workforce. Building trust begins with fostering open and transparent communication channels. We ensure that team members have multiple avenues to share their ideas, concerns, and feedback. Regular team meetings, one-on-one check-ins, and virtual coffee breaks help us maintain a sense of connection and trust. It is also vital to set clear expectations and provide consistent feedback, recognizing and valuing the contributions of each team member, regardless of their work location.

Do you have any intentions to explore or transition to a different work model in the future, or do you believe that the hybrid approach will continue to align effectively with your company culture and employee needs?

The hybrid work model has been working well for us at Olgam Life. It has allowed our team members to achieve a better work-life balance, reduced commuting time, and increased overall job satisfaction. The flexibility of this model has also improved our recruitment and retention efforts, as it attracts top talent who value the ability to work remotely.

I believe that hybrid work is likely to become even more prevalent as organizations recognize its benefits, which is why we have no plans to transition to another model as we believe the hybrid approach aligns with our company culture and the needs of our employees. 

Litespace had the pleasure of interviewing Aliza Naiman to share her insights and experiences with managing a hybrid work model at Olgam Life. This interview has been lightly edited for length and clarity.