In a survey conducted by Gallup in January 2020, 54% of office workers were willing to quit their job for one that allowed them to work remotely. With the arrival of the COVID-19 pandemic, a lot of companies had to quickly move their employees towards a remote workplace, and with the high productivity that has been reported, a lot of them plan to stick to it, or at least becoming a hybrid company.
Some people work better in an office, having a designated space and feeling like they’re successfully separating home from work; but some people feel that they work best at home. Over 70% of managers reported better productivity from their team during this pandemic, according to Global Workplace Analytics.
So, if you’re planning on joining companies like Twitter, Google and Microsoft in becoming a hybrid company, there are a few things you need to know about how to successfully transition to it.
First things first, what are the different types of offices?
Remote working allows people in remote locations or different parts of the world to pursue jobs they only dreamed of having and that probably required moving to another location; it also allows employees to spend more time with their families, provides the ability to relocate without losing their position and basically they can work from anywhere in the world.
For employers, having employees telecommuting means saving money by reducing office spaces, expenses, materials, etc. But it also means having “offices” all over the world and being able to get top talent to work for your company no matter where they are.
Despite these benefits there are some challenges you may have noticed come with a remote way of working, and if your intention is to transition from working in an office to a hybrid office, you need to take these challenges into consideration:
Having established the challenges, let’s move on to what you need to do to make your transition from working in an office 100% of the time into a hybrid office successful.
Not every position may be suited for a full time worker at home, you need to clarify which positions can be performed at home and for how many days a week. Think thoroughly which positions need to be performed 100% on site (like frontline positions that cannot be performed at home), which problems might occur and how the one in charge of the position would need to solve them.
Consider that, when having people working remotely, you may want to change your scope to a results oriented rather than a clock or hours oriented. Move towards a project-based metric system instead of tracking working hours. Set specific tasks, OKRs and motivate your team to complete assignments.
Measuring employees on performance will increase engagement and maintain your people motivated, instead of making them leave at a certain time everyday when they probably have finished early. Trust that your team will work the amount of hours needed to fulfill expectations and complete their tasks.
We don’t mean exactly communicating concerns, tasks, scheduling one-on-ones, etc. (Check out our “Check-in with your employees: A Remote Management Guide” article to know more about our remote management tips). Communication struggles happen a lot, like when having meetings with people at the office and people at home; instead of having people present that happen to be in the office, make them join meetings through their laptop as well as remote employees, this way everyone engages at the same level. Leveling the game for everyone will help employees that are typically remote to feel heard and as important as those who are typically in the office.
Provide your team with the right tools to communicate. When signing up for Hirebook, you’ll find that our integrations facilitate communication among employees, using tools like Slack, Google Suite or Microsoft.
Using smart workplace technologies has never been more important. Having so many people telecommuting nowadays forced technology to move faster, and it still needs to move fast. Conversations now can be more focused since when you talk to someone is to address something specific, which saves time and increases productivity and positive outcomes. Reaching objectives might even take less time than before.
At the beginning of the pandemic a lot of companies promoted programs to support mental, emotional and physical health. Keep doing this if you're now setting a hybrid model. Keeping balance at home and separate home duties from work duties can be difficult, investing in employee wellness is critical, and something you may be able to do now that you will save money from deducting other services.
You can also think about giving some sort of stipend to arrange home office. Some companies do, like software company Buffer, or even Hubspot helps set up their employees' WFH office and approve of it, it’s like setting up their desks at the office, you do that for your on-site employees anyway. Allocate some of the savings from reducing your office space and supplies to help setting your employees’ offices. Working in the living room might sound appealing and it might be at first, but eventually your remote employees will need an adequate home office.
Give your hybrid employees the opportunity to book a desk when they plan on going to the office. You don’t need desks on site for every employee, just enough for co-located ones and a few more for hybrid workers to book in advance when they have to or want to go to the office.
You could even go the extra mile and set up an interactive map of your office. This way people can choose the desk they want to book when attending the office: maybe they want to be closer to their manager or even just close to a window. Your co-located employees may also have the chance to book a certain room for a meeting or you can book a small office for a one-on-one. This also will help with those employees who have never been to the office before, either they live somewhere else or have another situation that prevents them from going, having this tool will come in handy when visiting for the first time so they can locate where to find their manager or even know where to go to enjoy a nice cup of joe.
When COVID-19 struck, companies had to think fast and do certain tryouts to rearrange their work methodologies, they also had to develop new agile ways to work in sync. Now that it seems that employers around the globe might have to adopt these new methodologies as permanent, they had the chance to see what works and what doesn’t and choose the path that adapts best to their needs.
If you’re planning on transitioning your work model to a full hybrid workspace, there’s no better time than now. We don’t know when the pandemic will end, but by that time it could be too late to transition successfully. Take advantage of what’s happening now and establish a work structure that will work out for your company now and in the way of the future. Remember that positive work-life balance will ensure your employees are happy and that they will stay with you long-term.
BY Laura Iñiguez
BY Laura Iñiguez
BY Laura Iñiguez
We are happy to answer your questions and take you on a product demo.
¿Dudas? ¡Con gusto realizamos una demostración del producto y te mostramos cómo Hirebook puede cubrir las necesidades de rendimiento de tu compañía!