Things are gradually going back to normal, which means companies want their employees back to the office. However, some workers are not too keen on going back to the office. Surveys and polls by Gallup, Microsoft and EY revealed that most workers prefer the flexibility of a remote work setup or a hybrid work week where some days are spent in the in office and some at work.
This preference has forced companies to look at adopting a hybrid model instead. Hybrid is simply a flexible approach to work that allows employees to choose where they want to do their job. It empowers them to build their work around their lives instead of the other way around.
But it’s not a flawless solution. There are hurdles for businesses to navigate. We have a few tips straight from hybrid model pros that may help your organisation effectively adapt to a hybrid workplace and hopefully increase employee morale, productivity and retention.
Know what your team needs
Adopting a new work setting is a significant change, one that should have your employees’ support. Rolling out the plan of switching to a hybrid model without any employee input is a big mistake.
One of the best ways to make sure that you’re not missing anything and that things will be up to par is to ask your employees. Survey your team to understand their preferences and concerns. That way, you’ll discover who wants to return to the office and who wants to retain the WFH setup. You’ll also get to address problems that might arise from a hybrid format and resolve any current issues your team is facing right now with remote work.
Train your managers
Managing a team is already a challenge in itself. Doing it while some or all members are working remotely is another hurdle entirely, one that requires a different set of skills and tools.
You cannot assume that your managers and supervisors can just learn along the way when in a hybrid workplace setting.
One Harvard business review survey reveals that 40% of leaders have low confidence in their ability to manage a remote team. Meanwhile, 41% of those surveyed admit that they struggle to keep their remote workers motivated.
To address that, organisations should provide the necessary training on the workings of a hybrid model and how managers can do their job effectively in that environment. This can include seminars on best practices and providing resources and tools they can use. You can even conduct collab meetings where managers can discuss the challenges or successes they had.
Provide employees with resources
Of course, employees need support, too, especially those who want to set up a workspace in their homes.
The hybrid model is not just about whether or not an employee works in an office. It’s about creating the whole employee experience; helping them set up functional workspaces to show that you support them in choosing where they want to work.
It’s also about equipping your employee with the things they need to do their work and succeed whilst at the same time giving them the flexibility and independence they crave.
Like any new routine or process, it will take time for people to acclimate to a hybrid model. It won’t be a seamless transition, and problems will pop up. So, patience is critical.
Your team might struggle with hosting productive meetings when everyone is remote and it can potentially be hard to foster meaningful relationships when you can’t physically get together.
These are challenges, not impossibilities but it’s something to keep in mind when mapping out your company’s switch to a hybrid workplace.
With the switch to hybrid workplaces, we’re all forced to rethink how we view work as being constricted to a single physical location (i.e the office). The ideal work environment can differ from person to person.
Productivity is not limited to being in a cubicle or sitting at a desk for eight hours a day, unleash the hybrid office and see how much happier and more productive your team can be!
What’s the biggest challenge so far in your hybrid workplace? We’d love to hear from you. Start the conversation with the best IT recruitment consultants in Melbourne, Canberra, Adelaide and Brisbane by emailing email@example.com or calling 1300 544 652.