What do successful hybrid work models look like today? We explore how to better manage employee expectations and how to overcome the challenges of hybrid working with clear policies that will help set up organizations and employees for long-term growth and success.
A softening economy has many business leaders expecting to see changes in how often we work from the office. But as we all know, knowledge workers have grown accustomed to workplace flexibility after several years of needing to work from home for our collective health and safety. Working remotely has proven benefits for many employees including better work and life balance, and reduced costs on commuting.
Despite data that shows no loss in worker productivity from remote and hybrid work, some companies have tried to make working from the office more days per week a mandate. After all, investing in real estate and office space is costly. But so is talent retention.
Interestingly, not everyone wants to work from home permanently or every day. Many of us need and want to connect on a human level with our co-workers in person. We want to collaborate, and we want to foster personal relationships. In fact, having a work “bestie” or two can make an incredible difference in our job satisfaction. People who have a best friend at work are seven times more likely to be engaged in their jobs, are better at engaging customers and produce higher-quality work, according to Gallup research.
Some company leaders feel it can be difficult to foster a culture of cooperation and understanding over video calls alone. It doesn’t mean it can’t work, but it’s a balancing act between what we all need, what we are willing to sacrifice, and who gets to decide on those working conditions.
Enter, hybrid work policies.
The state of hybrid work in 2024
Eptura’s H1 2024 Workplace Index reveals that hybrid work has become a stable fixture in modern workplace models, with most employees splitting their time between the office and home. The report highlights that employees typically spend about three days per week in the office, with Tuesday, Wednesday, and Thursday being the most popular days for in-person attendance. This trend has led to increased demand for collaboration software and intelligent booking systems, which help businesses maximize the use of office spaces and facilitate better connections among employees.
Companies with employee-led hybrid work policies tend to see more value in terms of collaboration and incremental revenue, attributing between 3-8% revenue growth to effective hybrid work models. Interestingly, organizations where employees have control over their schedules project higher revenue gains compared to those with company-mandated policies.
The report also notes that hybrid work is now more data-driven, with businesses increasingly relying on workplace analytics and predictive tools to optimize office utilization and improve the employee experience. This approach not only enhances collaboration but also helps organizations manage real estate costs by using data to make informed decisions about space requirements.
Creating a strong hybrid work culture begins with buy-in to policies
It may not be 100% accurate to say mandates for being in the office will always fail. Ask people who work in financial services, legal, manufacturing, or healthcare. But the last few years have shown an increase in staff turnover across many industries due to the perceived loss of flexibility.
So, what is a company to do? Get employees to opt in. Allow employees to have a voice in the creation of hybrid work policies. Then, consistently survey and optimize these policies by balancing what is and is not working for everyone.
“People want to be heard,” writes author Jill Duffy in her PC Mag column “Workers Are Anxious About Hybrid Work—Here’s How Employers Can Get It Right.”
Duffy, who penned the book “The Everything Guide to Remote Work,” explains that “[managers] need to remember that workers know how, when, and where they work best. Taking their feedback into consideration is crucial for employees to have buy-in to the hybrid agreement.”
Ignoring employee input will make hybrid scheduling decisions “seem arbitrary or at the whim of the leadership team, which will lead to an erosion of trust.”
Data backs Duffy up: 46% of hybrid employees are engaged at work when their team determines their hybrid work policy, according to Gallup research.
“The practice of asking team members to collaboratively craft their hybrid work policy is one of the most engaging single work practices,” finds Gallup researchers in the article “Coordinating Hybrid Work Schedules — 5 Important Findings.”
Who decides on hybrid work policies and required attendance days?
Per Gallup data from 8,090 remote-capable U.S. employees from 2022, it’s a mixed bag but employees prefer to lead their own cause.
Today, required attendance policies are decided by:
- Entirely on my own: 37%
- Top leadership of the organization: 26%:
- Team managers: 24%
- Work teams: 13%
“Employee input is notoriously effective, from collaborative goal setting to innovation, and now in determining hybrid work schedules,” says Gallup.
Hybrid work policies: Time to pilot, measure, reflect, report, refine, retain
Ok, managers and workplace leaders: You’ve now, hopefully, collaborated with your team about designing a hybrid work policy that works for the collective group or department. And it’s documented with the days per week and agreed to. What’s next?
Time to pilot the program, then see how effectively it’s working (or not). Measure the program and refine it. Here are some questions to ask and strategies to use:
- How opted in is the team? Are they adhering to the policy?
- How’s attendance? How many days per week are they actually coming in?
- Establish a regular feedback cadence
- Document and report the feedback
- Communicate the feedback across multiple channels
- Don’t be afraid to revise or refine
- Gain more feedback and report it
Duffy recommends not being afraid to overdo the communication, and if something isn’t working, be open to change. She contends that creating a culture of overcommunication will be one of the most helpful strategies you can use and will end up being reinforced by employees.
“Overcommunicating means giving people information multiple times and in many ways,” she writes. “So, in this instance, the hybrid work policy should be discussed and communicated in meetings, written in a shared document, and repeated from time to time in email and Slack or another team messaging app.”
Ultimately, a satisfied employee that participates should lead to a greater sense of trust, community, and long-term growth for the company with higher worker retention.
Collaboration and flexibility will always lead the way
A successful hybrid work model is one that prioritizes both employee collaboration and flexibility, while also aligning with company goals. As businesses continue to experiment with hybrid policies, the most effective strategies are those where employees have a voice in creating the policies themselves. Data shows that 46% of hybrid employees are more engaged when they help shape their team’s work schedules. By involving employees in the decision-making process, companies foster trust and create a culture of mutual respect, which translates into higher retention rates and stronger overall performance.
To ensure long-term success, companies should focus on iterating and refining hybrid models based on continuous feedback. A pilot-first approach, regular feedback loops, and open communication are essential for keeping hybrid work strategies effective. By staying adaptable and keeping employees at the center of these decisions, organizations can better meet the evolving needs of their workforce while maintaining productivity and engagement.
Looking to improve your hybrid work strategy by implementing workplace software? Let’s chat.
