Clarissa Windham-Bradstock is CEO/Chief People Officer of Any Lab Test Now, a leading national retail healthcare and lab testing franchise.
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What if I told you there's a game-changing strategy that will benefit you, your employees and your bottom line—and the answer is actually simple? It's all about providing flexibility for your teams by offering a hybrid work schedule.
I know we’ve all been going round and round about this issue since the pandemic’s stay-at-home orders forced us to shut down our offices, but this disruption sparked an innovative new way of doing things. Having a taste of remote work was the carrot that some workers have wanted (and needed) all along.
This is more than just a hot topic for discussion. Companies that offer remote or hybrid options are reaping the benefits. Statistics show a 12% reduction in turnover and an average savings of $11,000 annually per part-time employee, and most companies have seen greater innovation when it comes to their products or services.
Why This Trend Is Here To Stay
Roughly 92 million American workers currently have the option to work remotely when they choose, and that’s becoming a key determinant for job seekers. Those companies providing remote or hybrid options are winning popularity contests left and right. For example, while only around 11% of job openings on LinkedIn right now are offering remote options, they're attracting about half of all applicants who use the site! It's clear that, when given the opportunity, workers want flexible options that improve their work-life balance (which can greatly improve mental health by reducing stress and burnout).
Of course, there are naysayers who believe everyone is more productive in a shared office space. But the facts tell a different story. Of companies that have mandated return-to-office orders, nearly half are seeing higher employee attrition, and more than a quarter are struggling to recruit good talent. Companies that utilize a hybrid work model, on the other hand, are drastically widening their talent pool, thus creating a more diverse and inclusive workforce that brings together a multitude of perspectives and skills.
Finally, having these options fosters higher employee satisfaction and efficiency, which is a Business 101 lesson. As leaders, we try to create a culture that aligns with our brand promise, mirrors our mission and empowers our staff. When teams feel their work environment preferences are being heard and valued, they're more likely to be engaged and productive.
A 7-Step Strategy For Hybrid Success
Your organization is in a position to provide a positive impact on employee well-being and your bottom line. Here’s a strategy to create a seamless transition to remote and hybrid opportunities.
1. Invite Employees' Input
Obviously, making a change to your work model is something to discuss with employees. Before you can gain leadership buy-in, it's vital to understand what the team wants and how it can be implemented. Remember, it's all about providing choices.
2. Define The Parameters
Create policies around key aspects of the hybrid model, like work hours, attendance, meetings, task completion and data security. While you should provide a level of autonomy for employees to complete tasks, it's still key to establish a system of performance metrics to ensure things happen in a timely manner.
3. Budget For The Right Technology
Determine the tools you'll need to make this remote workspace a success, such as communication-sharing platforms and digital workspaces. Then, plan for the changeover to require technical support from cybersecurity experts who can help implement best practices and authentication processes. Although you may have larger initial expenses, you'll likely offset them with a reduced need for office space and the associated overhead costs.
4. Train Your Teams
The changeover to a hybrid model will require some additional employee training to ensure streamlined performance. Your team needs comprehensive instruction about how to use new technologies like messaging apps and project or assignment management programs, as well as best practices associated with these modalities. It will also mean managers need processes in place to assist their teams and encourage engagement and company culture.
5. Stay In Communication
Even when working in different places, employees should stay connected by engaging in collaborative meetings, manager check-ins and regular performance reviews. This will also help you assess what’s working and what might need tweaking about this new model.
6. Update The Shared Workspace
Ensure your workspaces are well suited for hybrid work. For instance, meeting rooms should be equipped for video conferencing. Also consider hot desking, where instead of dedicated desks, employees can pick from a number of available spaces to work from when they choose to be in the office.
7. Continue Adapting
Remember, implementing a hybrid or remote work model—or any organizational change for that matter—is a fluid situation. Flexibility is the name of the game. You must always be prepared to make necessary changes.
Final Thoughts
The hybrid workforce is the newest trend post-pandemic, and all the cool kids are doing it. With advancing technological capabilities, I expect to only see this grow. As companies continue to realize that hybrid work is the new norm, most companies will likely look for a way to implement it. By taking a balanced approach like this seven-step strategy, you can build a work environment that boosts your organization’s overall performance.
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