The Necessity of a Post Pandemic Hybrid Work Environment
As companies gradually return to work in a post-pandemic world, the internet is buzzing with talk about the hybrid work model. We hear that it’s the logical next step for our workforce, it protects us from future disruptions like the Covid-19 pandemic, and it’s essential for retaining team members through The Great Resignation, but we are still wondering...what exactly is the hybrid work model?
The hybrid work model is a combination of remote and in-office work. There are lots of variations — some teams will have a mix of remote and in-office staff all working full time, some teams will work in-office for a portion of the week and remote for the rest, and some teams will do a combination. The options are endless, which is part of the appeal.
So, what’s the benefit?
After a year spent mostly at home and with family, employees are super conscious of their work/life blend and want to hold onto some of the flexibility they’ve gained. A recent study by Slack finds that the vast majority of employees (83%) don’t want to return to five days a week in a physical office. Most indicated they would prefer a hybrid arrangement of working remote and in-office, and I think we can all relate to wanting the best of both. We want the ability to work from home, and the ability to head into an office when we need to focus or when we crave some social stimulation (beyond what our lovely children and pets can provide). It’s obvious that this is not only a perk for employees, but something they will leave jobs to pursue if given the chance. Giving employees a more flexible work arrangement that allows them to be present where it counts for their home life will not only help with retention, but will also attract more new talent and ease recruitment pains. Major win.
Of course, employee satisfaction and retention is only one piece of the puzzle. Hybrid work could also significantly reduce office costs, with more employees using home office or coworking spaces. There’s a potential for increased employee productivity when more flexibility is offered, and we know that accessing a wider talent pool can majorly improve recruitment outcomes. These are all amazing potential benefits of hybrid work.
And what’s the catch?
The hybrid model seems simple, right? Employees are happy, costs are down and productivity is up… is there a downside? Unfortunately, yes. Like most good things, there are some challenges that need to be considered.
For those team members who would like to return to a traditional office setting and crave the social aspects of their job, working with even a partially remote team could feel isolating. It’s important for everyone to feel supported at work and managers may need some additional training to help them lead their teams through the transition. The right communication tools and performance management structures will make all the difference in creating a successful hybrid team.
A hybrid work model also increases the chance of inequities emerging within a team. People working in office will be more visible and could be thought of first for promotions and opportunities. They will have a chance to form connections with leaders and decision-makers in a social setting that doesn’t exist for remote team members and this could benefit them in the long-run.
Weighing the pros and cons, any company considering a hybrid work model should make sure that the proper supports are in place to help the team transition and that company policies and systems treat all employees fairly. But don’t let this dissuade you, we will discuss strategies for success and addressing potential inequities in future posts on this topic.
Going hybrid
Are you thinking the hybrid model is right for your company? Your first step should be to survey your team to understand their needs and confirm that this is what they want too. Once you decide on how you will blend remote and in-office work, you are ready to set up infrastructure and tooling to support the team. Be sure to move slowly and gather feedback regularly so you can iterate as you go and avoid missteps—the team will thank you!
We will be posting more about hybrid work in the weeks to come, with a focus on leading a hybrid workforce. If you have questions about what the hybrid model would look like for your business or need support in transitioning your team, feel free to reach out.