Post-pandemic, 74% of U.S. companies have opted to incorporate hybrid workplace models. This modern landscape isn’t one-size-fits-all, and is instead, company-specific and promotes a human-centric approach that’s focused on flexibility, collaboration, autonomy and empathetic leadership.
Studies show that hybrid schedules also address the shortcomings of remote work experienced during the pandemic such as trouble managing workplace culture, decreased engagement, inability to establish and maintain relationships, and poor access to support from leadership.
In addition to these factors, a hybrid workplace landscape in many ways has had a positive impact on long-standing workplace accessibility and equity issues for workers with disabilities and medical conditions, those with caregiver responsibilities, and more.
Hybrid work models don’t look the same at every company, and they shouldn’t. Each company comes with their own workplace culture and employment needs. However, there are a few popular formats, including:
- Designing an environment that promotes safety and inspiration. This may include offering a variety of comfortable or private workspace options, access to team-building opportunities such as a pingpong table or outdoor picnic spaces, and free energy-boosting refreshments such as coffee/tea and healthy foods.
- Mandating that employees be present in the office a set number of days per month chosen by them. This provides workers with the flexibility to choose a schedule that works for them and their responsibilities outside of the workplace such as childcare and medical appointments.
- Hosting company or team-wide meetings and opportunities/training for career advancement in the workplace to encourage relationship building and connectivity.
Despite the aforementioned benefits of hybrid work, it can still be met with some hesitancy, especially when transitioning back from a fully remote environment. Because of this, it’s important that:
- Employers are intentional and transparent with employees about the reason and desired outcomes for incorporating a hybrid schedule.
- Employers aim to support employees with barriers and hardships that returning to the office might bring, such as transportation expenses, travel time, childcare costs and family responsibilities. To combat this, companies should consider providing paid parking, flexible schedules, transit passes, childcare stipends, etc.
Hybrid work structures will likely be the way of the future, as studies show that this type of schedule results in increased productivity, company loyalty and overall well-being of employees from all levels. If you’re considering establishing a hybrid work model and would like to discuss examples and a format that might work best for your company, please reach out to edgar@officium.dc or schedule a meeting here.