Hybrid work is the new norm, with nearly 90% of office workers embracing a mix of in-office and remote days. Yet, despite its widespread adoption, almost 70% of leaders believe their current hybrid policies need significant improvement. This gap highlights a critical need to refine hybrid work strategies for better outcomes.
Hybrid Work: The Current Landscape
Surveys by Leesman involving over 539,000 employees reveal that a vast majority (88%) operate in a hybrid model. Only 4% are fully remote, and 8% are entirely office-based. Even those who don't work hybrid environment are likely interacting with colleagues who do, making its impact far-reaching.
About half of hybrid workers (48%) are in the office roughly three days a week, and only a tiny fraction of leaders (4%) mandate five in-office days. However, this flexibility hasn't translated into satisfaction for corporate real estate leaders. Just 31% are content with their hybrid approaches, while 64% say they need improvement and 5% believe they require major revision.
Strategies to Enhance Hybrid Work
To make hybrid work truly effective, organizations should focus on several key areas:
1. Cultivate a Strong Culture
Hybrid work alone won't solve issues like job satisfaction, retention, productivity, or morale. A robust organizational culture is paramount. Research involving 360,000 employees, highlighted by the National Bureau of Economic Research, found that while remote and hybrid work seemed to correlate with satisfaction and retention, these effects vanished when accounting for factors like pay, HR practices, and leadership. The most influential elements were recognition, communication, development, management, and compensation, in that order.
A thriving culture offers an inspiring vision and mission, strong leadership and direction, and meaningful opportunities for participation. It provides clarity and consistency regarding expectations and supports individual and organizational learning, growth, and adaptation. Ensure your hybrid policies are embedded within such a constructive culture.
2. Ensure Clarity and Foster Contribution
Successful hybrid models start with clarity about the organization's purpose and how individual contributions align with it. Employees need to understand the "why" behind their work and how their efforts connect to broader goals.
Equally important is providing clear reasons for employees to come to the office. Beyond organizational benefits like faster decision-making or stronger customer connections, there should be clear advantages for employees themselves. Stronger relationships with colleagues, greater esteem from performance, and more rewarding work are all research-backed benefits.
Involve employees in shaping the hybrid model. Gartner surveys show that 77% of workers want to participate in this process. Ask for their input on how they work and what they need to succeed. Run pilot programs, gather feedback, and continuously refine practices. Organizations are increasingly setting guidelines for in-office days while allowing flexibility within those expectations, reducing the need for individual-level coordination. Clear expectations simplify team collaboration and reduce effort.
3. Foster Meaningful Connections
In an era of widespread loneliness, maintaining connections is vital. Good work friendships are a primary reason people stay with an organization. While both in-office and remote workers can experience loneliness, synchronized schedules and intentional design can help.
The Gartner data indicates that facetime with colleagues and leaders is a primary reason for people to come to the office. Organizations can facilitate this by providing guidelines for in-office days, allowing colleagues to plan their commutes to coincide.
Design workspaces that encourage connection. Offer work cafes for informal interactions, neighborhoods for team proximity, and enclaves for private conversations. Crucially, also provide private spaces for focused work or video calls.
Leverage technology to ensure seamless collaboration for remote participants. Design meeting rooms with effective audio and video, and establish etiquette that promotes participation from all. Provide diverse communication channels. Beyond social interactions, foster connections through shared goals and meaningful tasks, where teams collaborate on mutual objectives.
4. Maintain Consistency and Fairness
Hybrid work will falter if perceived as unfair or arbitrary. Establish and adhere to fair principles when determining who can work hybrid or remotely, letting the nature of the work guide opportunities. Be transparent in communicating and applying policies.
Leaders must consistently apply practices across teams and address unique needs fairly. Their personal behavior should also align with established policies.
5. Prioritize Comfort and Conveniences
Positive in-office experiences are crucial. Gartner's survey found that employees value amenities like ergonomic desks, monitors, printers, Wi-Fi, in-person IT support, parking, fitness centers, daycare, and lunch options. Shared meals, in particular, have been shown to boost happiness, satisfaction, trust, and a sense of community.
Consider incorporating art, beauty, and elements of nature into the workspace, as these contribute to mental, physical, and cognitive well-being. Design spaces that accommodate diverse abilities and preferences, creating an inclusive environment where everyone can thrive.
6. Offer Appropriate Control and Flexibility
Giving employees a sense of control and flexibility within their roles can significantly contribute to their well-being, especially amidst rising mental health concerns. Research by Atlassian links flexibility with reduced burnout, greater innovation, and stronger connections to corporate culture.
Allow for appropriate choice and flexibility in schedules, enabling employees to better manage the demands of both work and life.
Hybrid work is undoubtedly here to stay, offering benefits to individuals, teams, and organizations. By intentionally focusing on a strong culture, providing clarity, fostering connections, ensuring consistency, enhancing comfort and conveniences, and offering appropriate control, organizations can create a hybrid model that truly works.
What specific challenges are you currently facing in implementing hybrid work strategies, and which of these areas do you think would have the most impact on your organization?