Our hybrid work conclusions
Hybrid work can be a game-changer in the workplace of today and tomorrow.
And there’s lots of data supporting this. More than 40% of people won’t accept a job if it doesn’t provide flexibility around where they work. More than 45% require flexibility when it comes to the working hours. This is a conclusion from Ranstad’s 20th Workmonitor report, published in 2023.
Think of it as a puzzle: there are some pieces that need to fit together to have a seamless hybrid experience, where you can get the best out of the two worlds, office and remote.
Now, there are three major players that need to make the pieces fit: HR teams, workplace teams, and IT teams.
Let’s see how they can do that.
What can workplace teams do to manage hybrid offices?
- Create a clear hybrid work policy that outlines the expectations and responsibilities of people involved in the process, including working hours, communication protocols, and tools being used, and their requirements.
- Invest in technology. Ensure that employees have access to the proper technology (devices, apps, etc.) they need to be productive, to communicate, or to book hybrid resources (desks, parking spots, etc.).
- Foster a culture of trust: Trust is crucial when it comes to hybrid work. Encourage employees to be accountable for their work and create an environment where they feel safe and comfortable working remotely.
- Provide support: Ensure that employees have access to the support they need to be productive, whether that be through training, resources, or access to management.
What can HR teams do to manage hybrid offices?
- Ensure fair and equal treatment. We all know that proximity bias exists. This needs to be minimized. And all the managers need to be aware of this and be proactive and flexible when it comes to changing some mindsets. At the end of the day, all employees should be treated equally, no matter where they work. This includes providing them with the same opportunities for professional development, recognition, and compensation.
- Foster life-work integration. Flexibility trumps hybrid work. This means that you can encourage employees to strike a balance between their professional and personal lives by offering flexible schedules and opportunities for remote work. On the long run, this can help improve employee satisfaction and retention, talent acquisition, and employer branding.
- Make sure onboardings and team integrations happen smoothly.
- Offer proper training and support to ensure that teams can be productive and successful in their hybrid work arrangement.
- Organize events that encourage cross-team communication, keep employees connected, and develop a feeling of belonging.
- Monitor and evaluate the results. There is always room for improvement when it comes to the hybrid work arrangements. Make sure to include employees in the feedback loop, and always refine the processes.
What can IT teams do to manage hybrid offices?
- Conduct a needs assessment. Run a thorough assessment of your organization’s needs to figure out which tools are most essential for supporting hybrid work. This may include communication tools, collaboration platforms, desk booking tools, etc.
- Evaluate options then implement the proper tools. Evaluate various tools to decide which ones will best meet your organization’s needs. Consider factors such as ease of use, security, integration with other systems, data privacy, and cost. During the implementation, teams and employees will need to be properly trained.
- Understand how the tools are being used, and make sure to check their efficiency.
- Continuously evaluate and improve. Tools change, and also needs change. This means that IT teams will have to regularly evaluate the performance of your tools and check whether they keep meeting the organization’s needs.
Once the pieces of the puzzle fit together, you can help your organization stay ahead of the curve and thrive in today’s rapidly evolving work landscape.
This way you can reap the benefits of hybrid work and diminish the disadvantages.
With the right approach, you can be the one to take your organization to the front lines of the battle for the future of work, wielding the power of technology as a Jedi master wields a lightsaber.
May the “work-force” be with you!