A hybrid model can boost productivity by allowing employees to work in environments best suited to their tasks and personal preferences. Image: Beproductive.
Dan Schawbel says hybrid work is not going away. Strategically implemented, it can provide a pathway to workplace harmony and increased productivity.
Hybrid working has already become the most accepted approach to a more flexible work environment, dividing an employee’s time between the office and home.
In a post-pandemic workplace, flexibility is at the centre of talent management and prioritised as a top employee benefit. To prove this, 75 per cent of the Fortune 100 companies were operating a hybrid work schedule at the start of 2023.
In today’s rapidly evolving work landscape, every organisation should be developing a comprehensive hybrid work strategy.
Well crafted, it enables employers to attract and retain top talent by offering flexibility, which has become a key factor in job satisfaction and work-life balance. It also allows organisations to optimise their real estate costs and reduce their carbon footprint by maintaining smaller physical offices.
Furthermore, a hybrid model can lead to increased productivity by allowing employees to work in environments best suited to their tasks and personal preferences.
It also promotes inclusivity by accommodating the diverse needs and circumstances of employees, including those with care-giving responsibilities or health concerns.
To thrive in the era of hybrid work, organisations need to harmonise four key elements.
Optimise office space: Creating an attractive and functional office environment is crucial in today’s hybrid work landscape.
To achieve this, consider transforming your office building into a high-quality space that offers a diverse range of areas and amenities.
This could include recreational spaces like game rooms, collaborative zones such as innovation hubs, quiet areas like libraries, and convenient facilities such as coffee shops, restaurants, and outdoor spaces.
Research indicates that high-performing workplaces are twice as likely to be situated in high-quality buildings.
These enhanced environments not only boost performance, but also serve as a magnet for employees, enticing them to come to the office.
Implement a hybrid work policy: Empowering teams to create their own hybrid work schedules can significantly enhance workplace satisfaction and productivity.
By allowing employees to determine when and why they come to the office, organisations can foster a sense of autonomy and purpose.
While larger organisations may need to provide some general guidelines, such as specifying a minimum number of office days per week or month for coordination purposes, it’s beneficial to give teams substantial control over their schedules.
When planning in-office days, it’s important to focus on activities that benefit most from face-to-face interaction, such as mentoring, creative brainstorming, and conflict resolution.
However, it’s crucial to maintain some flexibility in work schedules to accommodate individual, team, and business needs.
Additionally, organisations should clearly communicate expectations, guidelines, and procedures for both remote and on-site work in their hybrid work policy.
This includes defining core work hours, setting expectations for availability and response times, and outlining communication methods for various levels of urgency.
Provide reliable tech tools: Technology plays a crucial role in enhancing efficiency and productivity. However, technology-related issues can significantly impact productivity in a distributed work environment.
To address this, organisations should focus on upgrading their tech tools and providing comprehensive training for troubleshooting.
They should consider refitting conference rooms with appropriate technology to facilitate hybrid collaboration.
This may include using conference room schedulers, interactive whiteboards that allow remote participation, and leveraging chat features during video calls to encourage inclusive participation.
By thoughtfully implementing and utilising these tech tools, organisations can ensure that both in-person and remote employees can contribute equally, regardless of their location.
Communicate and collect feedback: Organisations should leverage various communication channels to ensure their messages reach all employees, regardless of their work location.
These messages should be clear, concise, and aligned with both goals and employee needs.
However, communication should not be a one-way street. It’s crucial to create an environment where employees feel comfortable providing feedback, asking questions, and sharing their experiences throughout the implementation process.
This open dialogue helps organisations refine their strategies and address any challenges that arise.
Regular feedback collection from all stakeholders is essential for the continuous improvement of a hybrid work model.
Waiting until exit interviews to gather feedback is often too late to make meaningful changes.
Instead, employers should focus on measuring key metrics that matter, such as the impact of the hybrid work strategy on productivity, talent acquisition and retention, and employee satisfaction.
By sharing this data transparently and acting on the feedback received, employers can build trust throughout their organisation.
Dan Schawbel is a bestselling author and managing partner of Workplace Intelligence, a research and advisory firm helping HR adapt to trends, drive performance and prepare for the future. This article is part of his Workplace Intelligence Weekly series.
