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Hybrid work is the apparent silver bullet to all your work flexibility questions.
If you aren’t ready to go fully distributed, but employees are saying “never again” to 5 days in the office, then a hybrid work from home plan seems like the best approach.
A study from Owl Labs and Global Workplace Analytics reveals that up to 50% of workers are willing to take a pay cut to remain working remotely. This alarming statistic paired with decreased employee turnover and reduced overhead should give employers a hint: work-from-home is here to stay, even if it’s in a hybrid capacity.
But if everyone is touting their hybrid work from home plan, how is yours going to be any different? If you want to attract the best talent, how can people know that you are serious about leveling up your digital workplace score, and not just faking it?
What is a hybrid work-from-home model?
In its most basic format, a hybrid work-from-home model is a work arrangement where employees work a certain number of days from home and some from the office.
The number of days where an employee works at the office or the home office varies. Some companies employ a weekly schedule, for example, three days at the office and two days at home. Other organizations have a rotating hybrid work schedule where a certain employee may work at home for two weeks and then from the office for two weeks.
The idea for managers and CEOs is to determine what the best work arrangement is to reach their goals, manage team morale, and improve productivity. Your leadership style may factor into this decision, as well as which workers need more supervision or are more valuable to you in the office.
Advantages of a hybrid work-from-home model
To help you come to the best arrangement for a hybrid work-from-home model, you need to understand the advantages and challenges you may face. Here are a few advantages to help you weigh in on the decision.
Decreased turnover
One of the major advantages of a hybrid work-from-home model is decreased employee turnover. With a majority of companies now offering hybrid work models, you almost have to offer a hybrid work option. By doing so, you effectively decrease the chance of employee turnover. Not only will this provide a stronger team that’s aware of your operations, but it can cut the costs of rehiring, which can reach up to 1.25 to 1.4 times that employee’s salary.
Improved worker morale and happiness
Since the exodus from the office to the home office, many studies have attempted to determine the effect on worker morale and happiness. According to these studies, most workers report that they are happier and more productive when working from home. Among the reasons for improved happiness and morale were:
- Easier conflict resolution
- Better work-life balance
- Improved mental health
- More time for family and social outings
- The ability to set one’s own schedule
While hybrid models may not be able to incorporate all of these ideas, they should factor into your priority list when you’re trying to distinguish your hybrid work-from-home model from those of other companies.
Lower overhead
Outside of employee satisfaction and retention, hybrid work-from-home models can drastically lower your company’s overhead through:
- Lower rent or the need for less office space
- Reduction in utility bills, including power and water
- Fewer costs for office supplies
- Less money spent on taxes, cleaning services, and food or drink
Challenges of a hybrid work-from-home model
At first glance, the advantages of a hybrid work-from-home model effectively seem to outweigh almost any disadvantage. But these don’t come without some significant challenges. This is because you’re doing three tasks at once: maintaining your office culture, evolving a distributed culture, and uniting them into a single identity. That’s not easy.
How you choose to deal with these challenges is entirely up to you, but noting them can help you outline a plan of attack for preventing or lessening them. Here are some of the most common challenges in a hybrid work-from-home model.
Company culture issues
Company culture is often the result of onsite factors. Perhaps you have a ping pong table, casual Fridays, or a weekly happy hour. With a fully remote system or even a hybrid arrangement, these can go by the wayside.
As a result, you will have to find new ways to create a hybrid work culture that’s inclusive. Finding ways to regularly promote interaction and support can cut down on this challenge. This, in turn, can lead to a highly engaged workforce.
Data security
Data security is another major issue that can plague the attempt for a successful hybrid work-from-home model. Unless you have a secured network, you risk data breaches and leaks, especially if workers are simply using their home internet connection. And even if you have a secured network, up to 54% of workers report the inability to connect throughout the day, leading to lost productivity.
The only true solution is to have a dedicated network for your employees. On top of this, you need to roll out training modules to underline the importance of data security and how to prevent any leaks or other issues.
Lack of inclusion and communication
Communication is vital to any hybrid work-from-home model, but when you have groups of people at the office and others at home, communication breakdown is rampant. Making matters worse, this can lead to isolation and a lack of inclusion, especially for team members that are already introverts.
Therefore, you’re going to need to employ rules and ideas for communication that are inclusive and straightforward. Some thoughts might include:
- Think about the message you’re trying to convey before you provide communications.
- Create a headline that speaks to your employees.
- Include calls to action to improve the level of communication
How to create a hybrid work-from-home model that sets you apart
Now that you understand what a hybrid work-from-home model is and the challenges and advantages thereof, you can finally set forth a plan to create the best option for your business. While you can design a system of your own, these models will give you a basic idea of what works and how you can employ it in your own company.
Select one of these hybrid models
Hybrid business models come in many varieties, but these four are tried-and-true methods to give you a foundation for your original hybrid model:
- Digital-based with an office
- Digital-based with no office (maybe a co-working space membership)
- Office-based with little flexibility
- Office-based with plenty of flex time
Which one of these you choose is dependent upon your particular style and preferences, as well as any feedback you receive from your employees.
Choose the right schedule
While some companies turn to a weekly hybrid schedule, many managers agree that a monthly option is better. It requires more opportunities for flexibility and lets workers have a bigger degree of autonomy and flexibility.
Distinguish where activities are done
Not every work activity is better in the office or remotely. As such, you need to decide where certain work is to be done. Write it down and disseminate it among your employees so that all expectations are ready to roll.
Get a handle on your hybrid meetings
There are no two ways about it: people in the office have the upper hand in hybrid meetings. They can discuss work and social activities before and after the meeting. They have the ability to speak first over those at home. And more than anything, they can develop a deeper understanding of a project and boost their camaraderie.
Therefore, you need to develop a recipe for inclusive meetings. Practice makes perfect, so get ready to outline plans and continuously tweak them.
Provide the necessary tools
If you’re going to have people working from home, you need to ensure they have everything they need for success. From remote onboarding to everyday work, create a list of what each individual needs and frequently ask for feedback to see what else you need to include.
Figure out how to improve collaboration
One more vital aspect of a hybrid work-from-home model is to foster collaboration. This may not seem like an easy task at first. But the more effort you put into it, the better the results. To improve collaboration:
- Hold any necessary meetings that allow workers to air grievances or discuss important topics.
- Expand connections between individuals or even departments, as necessary.
- Bring a dose of fun.
Distinguishing your hybrid work-from-home model isn’t just a “set it and forget it” plan. It’s a constantly developing and maturing process that requires adequate feedback from employees, consistent monitoring, and changes when necessary. Stay on top of your game, trust employee feedback, and you should get your hybrid model where it needs to be.
Photo by Mikey Harris on Unsplash
Hybrid work is the apparent silver bullet to all your work flexibility questions.
If you aren’t ready to go fully distributed, but employees are saying “never again” to 5 days in the office, then a hybrid work from home plan seems like the best approach.
A study from Owl Labs and Global Workplace Analytics reveals that up to 50% of workers are willing to take a pay cut to remain working remotely. This alarming statistic paired with decreased employee turnover and reduced overhead should give employers a hint: work-from-home is here to stay, even if it’s in a hybrid capacity.
But if everyone is touting their hybrid work from home plan, how is yours going to be any different? If you want to attract the best talent, how can people know that you are serious about leveling up your digital workplace score, and not just faking it?
What is a hybrid work-from-home model?
In its most basic format, a hybrid work-from-home model is a work arrangement where employees work a certain number of days from home and some from the office.
The number of days where an employee works at the office or the home office varies. Some companies employ a weekly schedule, for example, three days at the office and two days at home. Other organizations have a rotating hybrid work schedule where a certain employee may work at home for two weeks and then from the office for two weeks.
The idea for managers and CEOs is to determine what the best work arrangement is to reach their goals, manage team morale, and improve productivity. Your leadership style may factor into this decision, as well as which workers need more supervision or are more valuable to you in the office.
Advantages of a hybrid work-from-home model
To help you come to the best arrangement for a hybrid work-from-home model, you need to understand the advantages and challenges you may face. Here are a few advantages to help you weigh in on the decision.
Decreased turnover
One of the major advantages of a hybrid work-from-home model is decreased employee turnover. With a majority of companies now offering hybrid work models, you almost have to offer a hybrid work option. By doing so, you effectively decrease the chance of employee turnover. Not only will this provide a stronger team that’s aware of your operations, but it can cut the costs of rehiring, which can reach up to 1.25 to 1.4 times that employee’s salary.
Improved worker morale and happiness
Since the exodus from the office to the home office, many studies have attempted to determine the effect on worker morale and happiness. According to these studies, most workers report that they are happier and more productive when working from home. Among the reasons for improved happiness and morale were:
- Easier conflict resolution
- Better work-life balance
- Improved mental health
- More time for family and social outings
- The ability to set one’s own schedule
While hybrid models may not be able to incorporate all of these ideas, they should factor into your priority list when you’re trying to distinguish your hybrid work-from-home model from those of other companies.
Lower overhead
Outside of employee satisfaction and retention, hybrid work-from-home models can drastically lower your company’s overhead through:
- Lower rent or the need for less office space
- Reduction in utility bills, including power and water
- Fewer costs for office supplies
- Less money spent on taxes, cleaning services, and food or drink
Challenges of a hybrid work-from-home model
At first glance, the advantages of a hybrid work-from-home model effectively seem to outweigh almost any disadvantage. But these don’t come without some significant challenges. This is because you’re doing three tasks at once: maintaining your office culture, evolving a distributed culture, and uniting them into a single identity. That’s not easy.
How you choose to deal with these challenges is entirely up to you, but noting them can help you outline a plan of attack for preventing or lessening them. Here are some of the most common challenges in a hybrid work-from-home model.
Company culture issues
Company culture is often the result of onsite factors. Perhaps you have a ping pong table, casual Fridays, or a weekly happy hour. With a fully remote system or even a hybrid arrangement, these can go by the wayside.
As a result, you will have to find new ways to create a hybrid work culture that’s inclusive. Finding ways to regularly promote interaction and support can cut down on this challenge. This, in turn, can lead to a highly engaged workforce.
Data security
Data security is another major issue that can plague the attempt for a successful hybrid work-from-home model. Unless you have a secured network, you risk data breaches and leaks, especially if workers are simply using their home internet connection. And even if you have a secured network, up to 54% of workers report the inability to connect throughout the day, leading to lost productivity.
The only true solution is to have a dedicated network for your employees. On top of this, you need to roll out training modules to underline the importance of data security and how to prevent any leaks or other issues.
Lack of inclusion and communication
Communication is vital to any hybrid work-from-home model, but when you have groups of people at the office and others at home, communication breakdown is rampant. Making matters worse, this can lead to isolation and a lack of inclusion, especially for team members that are already introverts.
Therefore, you’re going to need to employ rules and ideas for communication that are inclusive and straightforward. Some thoughts might include:
- Think about the message you’re trying to convey before you provide communications.
- Create a headline that speaks to your employees.
- Include calls to action to improve the level of communication
How to create a hybrid work-from-home model that sets you apart
Now that you understand what a hybrid work-from-home model is and the challenges and advantages thereof, you can finally set forth a plan to create the best option for your business. While you can design a system of your own, these models will give you a basic idea of what works and how you can employ it in your own company.
Select one of these hybrid models
Hybrid business models come in many varieties, but these four are tried-and-true methods to give you a foundation for your original hybrid model:
- Digital-based with an office
- Digital-based with no office (maybe a co-working space membership)
- Office-based with little flexibility
- Office-based with plenty of flex time
Which one of these you choose is dependent upon your particular style and preferences, as well as any feedback you receive from your employees.
Choose the right schedule
While some companies turn to a weekly hybrid schedule, many managers agree that a monthly option is better. It requires more opportunities for flexibility and lets workers have a bigger degree of autonomy and flexibility.
Distinguish where activities are done
Not every work activity is better in the office or remotely. As such, you need to decide where certain work is to be done. Write it down and disseminate it among your employees so that all expectations are ready to roll.
Get a handle on your hybrid meetings
There are no two ways about it: people in the office have the upper hand in hybrid meetings. They can discuss work and social activities before and after the meeting. They have the ability to speak first over those at home. And more than anything, they can develop a deeper understanding of a project and boost their camaraderie.
Therefore, you need to develop a recipe for inclusive meetings. Practice makes perfect, so get ready to outline plans and continuously tweak them.
Provide the necessary tools
If you’re going to have people working from home, you need to ensure they have everything they need for success. From remote onboarding to everyday work, create a list of what each individual needs and frequently ask for feedback to see what else you need to include.
Figure out how to improve collaboration
One more vital aspect of a hybrid work-from-home model is to foster collaboration. This may not seem like an easy task at first. But the more effort you put into it, the better the results. To improve collaboration:
- Hold any necessary meetings that allow workers to air grievances or discuss important topics.
- Expand connections between individuals or even departments, as necessary.
- Bring a dose of fun.
Distinguishing your hybrid work-from-home model isn’t just a “set it and forget it” plan. It’s a constantly developing and maturing process that requires adequate feedback from employees, consistent monitoring, and changes when necessary. Stay on top of your game, trust employee feedback, and you should get your hybrid model where it needs to be.
Photo by Mikey Harris on Unsplash
