A hybrid workplace is the beginning of a new future. Many organizations struggled to cope with the pandemic situation, but now, going hybrid with a hybrid workplace solution seems to be the perfect idea. The work style is known to minimize cost, enhance productivity and retain employees like never before. Let us see how you can transform your existing work style to a hybrid one efficiently.
Due to the pandemic, there has been a major change in our work culture. We have moved from being on-site full time to a hybrid setting. Many organizations adopted the remote culture in the early pandemic days and gradually embraced the transition to a hybrid culture. As a result, people experienced a vivid change in the way of working. And with time, most companies realized that the hybrid work model is the solution ahead. Moreover, research says that the hybrid work culture has shown higher productivity as compared to a traditional one. Key factors contributing to higher productivity are fewer distractions, highly efficient meetings, and a comfortable work environment.
The big question here is how you can identify that you need a hybrid work model for your organization. The guide explained below will give you a clear picture of the factors you need to consider to begin the shift from standard to hybrid culture.
1. No expectation gap
Whenever there is a clash between the expectations of employers and employees, problems are bound to occur. Both parties expect the change to eventuate in their own ways. The mandatory rules must come down following the company hierarchy to make the process smooth and acceptable. For instance, if the health and wellbeing of the employees is given priority as per the work model, the same should come from the CEO to avoid any miscommunication.
2. Healthy hybrid behavior needs to be accepted.
The senior leaders play a pivotal role in the successful implementation of a hybrid work model. The employees must feel that their health and wellbeing are being given importance, and they are not just lured with fake promises. The acceptance of a hybrid culture first falls on the senior leaders’ shoulders and then reaches other employees.
3. Never compromise on creating healthy hybrid feedback.
The senior leaders suggest that having clear communication channels and safe shared spaces is the best crisis management strategy for an organization. The strategy works well for attaining higher productivity and ensuring the wellbeing of the team. In addition, asking for feedback from the employees will provide them a safe place to express their concerns and find the best solutions for them.
4. Promote inclusive productivity gains
The importance of allowing the employees to work from home is quite evident. It surely indicates more flexibility, resulting in enhanced wellbeing. When the employees feel valued, their productivity is bound to improve. The senior leaders must develop clear work guidelines and even consider drawing policies in collaboration with their respective teams.
5. There is a need for mandatory breaks and ‘right to disconnect’ policies:
Moving towards a flexible work culture can turn out to be successful only if accompanied by greater protections against unhealthy work approaches. The employees must be given due protection against harmful work approaches. Not considering it can lead to the risk of burnout and negative employee behaviors.
6. Come up with inclusive health and wellbeing policies.
A healthy hybrid work culture can be attained only if the employee benefit packages are inclusive across varied locations. The employees may work out of different locations , like the office, home, co-working space or a restaurant. The senior leaders must rethink entitlements on non-workplaces as well.
7. Small 30-minute movement breaks can make a big difference:
There is growing evidence that the work from home culture has resulted in musculoskeletal health issues. Hence, giving the employees ample movement breaks is must to further ensure correct work posture and increased productivity. Offering 30 minutes of movement per day would help the employees meet their recommended target of moving at least 150 minutes a week, as highlighted by a UK chief medical officer.
8. Effective and consistent measurement of employee wellbeing:
Healthy hybrid behaviors can be encountered through consistent wellbeing measurement. The examination is required to level up employee performance and wellbeing radically.
9. Hold accountability for employee wellbeing mandates:
The organizational structures should provide precise clarity on individuals who shall be held responsible and must make it clear who is accountable for health and wellbeing mandates.
10. Practice data transparency about hybrid workers’ pay and progression:
The employees should not feel disadvantaged during the promotion, pay, and career progression phases. Instead, a healthy hybrid work approach is the one that takes in wider diversity and better inclusion.
11. No delayed payments:
Your employees work with loyalty, even in a hybrid work culture, only when their requirements are not taken for granted. Make sure that the salaries and even bonuses are distributed on the promised date to avoid dissatisfaction. A satisfied employee shows higher productivity, even on days when the workload is high.
The listed factors are known to provide better productivity, higher satisfaction, and better engagement.