2023-08-11 08:16:10
Hybrid work, a mix of in-office and out-of-office work, wasn’t a new thing before the pandemic. But post-pandemic “hybrid work” has taken on a new meaning, with most employees hoping for some possibility of working remotely, where feasible.
Below, we discuss the different ways an organization can introduce a hybrid work model and highlight some ways companies can make better strategic hybrid work decisions.
Why be hybrid?
Over the years, the productivity and efficiency benefits of remote work have become clear. As early as 2013, a study from Stanford University demonstrated a 13% increase in productivity due to remote work; in 2021, another study reported a 25% reduction in employee turnover due to remote work; Finally, a new study shows that an average of 45 minutes of time savings daily working from home are directly invested in the business.
Having said that, 100% remote not feasible for all businesses and business functions: a 2021 Jabra study showed a clear preference for traditional office when it comes to collaborative work, presentations and onboarding. Add to that, face-to-face customer interaction and specialized tools and infrastructure can be important reasons to have employees in the office on occasion.
Given the benefits of remote and in-office working, it’s clear that some form of hybrid working is the way forward for many organizations. So,what is the best way to implement hybrid work? Below, we review some popular hybrid work models and highlight where they have been useful for particular organizations.
It is worth noting that hybrid work is generally related to the place where work is carried out. But it is also common to combine hybrid work with flexibility over when y as work happens. For example, hybrid work can be combined with “flex time” (employees can decide when they start and end work, within reason) and “asynchronous work” (being able to work without constantly checking with other team members and managers ).
Remote first. In a remote business, remote work is the default. Most employees will be working remotely, most of the time. But “remote first” does not mean “remote only”. Many companies that default to remote work may still allow office work. In fact, many employees prefer go to the office part of the time. Spotify adopted a remote priority model with his politics of “work from anywhere,” promoting remote work, while conserving physical office space and paying for co-working space for employees looking to work in the office.
Remote. A remote company may support remote work, but remote work may not be the default. A remote business may allow remote work on certain days of the week, for certain teams, or on a discretionary basis. Companies that have recently implemented this include Apple (three days a week in the office) and Microsoft; the type of arrangement applied by Apple and Microsoft is also known as “split-day hybrid work.” The remote compatibility it is the preferred model for companies that have a high need for in-person collaboration.
Split team. In a split-team hybrid approach, some members of the workforce are allowed to work remotely, while others are required to come into the office. While this may make sense from a job function perspective (some jobs are more feasible to perform remotely than others), you also run the risk of creating a perception of unfairness: some employees in the office may be upset that you don’t they have a say in the matter. According to a Gallup report 2022only 6% of employees who could work remotely would prefer to be fully in the office.
How to make your hybrid work decision
Given the variety of ways you can implement hybrid work, How should you decide which model is right for you? We suggest the following steps:
Make remote work flexibility the default assumption in workforce planning. No matter what your business needs are, the evidence is clear that employees value the option of working remotely.
Decide which, if any, essential business functions must be performed in person. There is an element of subjectivity in this. Companies like Apple have decided that this is crucial to the creative element of their work. For others, it may be a question of responding to a clientele that expects face-to-face meetings.
Figure out the best way to divide work between onsite and remote elements. Split team or split days are possibilities, but it’s also possible that mostly remote work with semi-regular in-person meetings/events will suffice.
Incorporate your approach to remote work into a written remote work policy that employees have access to. This ensures that there is transparency and that a fair approach is taken.
Communicate regularly with employees to see how current hybrid work arrangements are working. This should occur in both organization-wide employee wellness surveys and one-on-ones with team leaders.
There is no single approach to hybrid working, and companies that are embracing hybrid working are, by necessity, experimenting as they go. While the benefits of hybrid working are clear, each company must consider its own business needs and processes and find the right balance between flexibility for employees and efficiency in the office.
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