The pandemic-era shift to remote work has permanently altered workplace dynamics, creating unprecedented challenges for HR leaders. Jeff Smith, who led Global Human Resources at BlackRock for over a decade, offers nuanced insights on navigating this new landscape based on his extensive experience building cohesive organizational cultures.
“Creating a Culture (with intention) is much more difficult in the hybrid environment with fewer in-person interactions and more time on video meetings,” Smith observes. This challenge ranks among his top HR priorities for 2024, reflecting the ongoing struggle many organizations face post-pandemic.
Smith’s approach to hybrid work balances flexibility with business needs. “I am a believer in hybrid,” he states. “In the end it comes down to the job and the company and what needs to get done.” However, he cautions against inconsistent implementation: “The hard part is if you let every group and manager decide, you will have uneven and likely biased processes and policies.”
What distinguishes Smith’s perspective is his focus on intentionality. “All communication, training, incentivization, promotion criteria, need to be created with intention and the desired impact on culture in mind,” he explains. This deliberate approach contrasts with organizations that allow workplace culture to develop haphazardly.
During his tenure at BlackRock, Smith transformed the HR function from administrative support to strategic partnership. He co-led the merger between BlackRock and Barclays Global Investors in 2009, navigating the integration of thousands of employees across different corporate cultures. This experience informed his understanding of organizational alignment.
Smith emphasizes that effective culture-building requires cross-functional collaboration. “A siloed HR organization will get in the way,” he warns, stressing that “everyone in HR needs to understand the target” culture to effectively support its development.
For leaders managing remote teams, Smith recommends regular one-on-one meetings as essential. “If someone does not have 30 minutes for one of the employees per week, they should not be leading them,” he asserts, highlighting the importance of consistent communication in maintaining connection.
Smith’s insights on hybrid work environments have particular relevance for organizations struggling with return-to-office policies. “The #1 thing in all of this is getting the job done and being a strong performer,” he notes, suggesting that results should outweigh location preferences.
Now consulting on talent strategy and leadership development, Smith brings his BlackRock experience to organizations navigating complex workplace transitions. His approach balances data-driven decision making with psychological insights gained through his doctoral training in industrial-organizational psychology.
For HR leaders seeking to strengthen organizational culture in hybrid environments, Smith’s methods offer practical guidance. His emphasis on intentional design, consistent communication, and strategic alignment provides a framework for building cohesive cultures despite geographical distribution.
As workplace norms continue evolving, Jeff Smith’s evidence-based approach to culture-building remains relevant for organizations seeking competitive advantage through their people strategies.
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