The hybrid work model is another product of the pandemic that is gaining attention in both a positive and negative light. Employees want to maintain the convenience of working from home while organizations don’t want to lose their office spaces. It may seem like the perfect solution for management to implement hybrid work as a way to please both sides, but it may not be the best decision in the long run. According to Forbes, a “great resignation” is ensuing where employees are leaving organizations in large numbers due to not having the option to work fully remote. Now, HR and management teams are facing a tough decision to balance what their employees want and what their organization needs to successfully operate.
As organizations begin to determine if they’ll be fully remote or in office, hybridization has become another option for management to appeal to both work styles. While hybrid work models seem to combine the best of both worlds it may not be the best fit for every team. We’ve compiled a few questions that you should answer before committing to a new work model like hybrid.
Will it benefit organization goals?
Last year organizations didn’t have the option to require employees to work in the office, but as restrictions are lifted some are ending remote work. While some teams may need to be in the office to complete projects, remote work has led to the same if not more productivity in most cases according to Bloomberg. When proposing a hybrid model to your team, add reasons for how it will benefit the organization and provide flexibility with this plan. Fast Company points out that setting a date to reassess hybrid work is beneficial for both employees and organization priorities. Work plans aren’t a one size fits all deal and maintaining the sense of flexibility and understanding will support both organization and employee goals.
How will your work model affect the people you serve?
At the end of the day, your organization needs to successfully serve its customers. Before making a decision to move to a hybrid plan, your team should review its performance working remotely, and how it has affected the people and organizations you serve. A recent PWC survey found that many organizations have seen an increase in productivity and performance while employees worked remotely during the pandemic, and this has improved other areas like project collaboration and customer service. If this is the case for your team, it may be useful to reconsider shifting to a hybrid model. Understanding how your customers were affected by a remote work model may allow you to approach the best option for your organization in a different manner.
Are your employees accepting of the plan and can they fully operate?
The key to a successful organization is an engaged and happy team of employees. While many people have adapted well to remote work, it’s important to check in with your employees to see what plans they feel comfortable with moving forward. Having your employees on board with your plan whether it’s hybrid, remote, or in office will lead to a smoother transition and more open communication during the change. As new changes are implemented within your organization, it’s key for employees to feel as if they have some sense of autonomy. Whether it’s giving them the flexibility to create their schedules or allowing them to prioritize certain projects every quarter.
A Steelhouse study recently reported that 80% of respondents expect to go into the office for three days or less as the world starts to reopen. An overwhelming majority opposes full-time office work, so a hybrid model may be the best choice. Every organization differs in the way they operate and it’s helpful to understand their strengths and weaknesses before making a decision. It can be tempting to implement this plan immediately but considering the questions above can give you a better perspective of what your organization and employees need in order to be successful.
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