Picture this: you come across the ideal job ad. It describes a position that involves engaging work that you’re good at, with opportunities for personal development, tons of benefits, a supportive team, and even a highly competitive salary. You realize, however, that you’d be required to work a fixed 9 to 5 schedule that could undermine the work-life balance you’ve been trying to obtain in the past few years. Would this lack of flexibility be a dealbreaker for you?
If you answered yes without much hesitation, you’re likely part of the majority who value flexibility in the workplace now more than ever. In fact, a study by Gallup found that 9 in 10 people prefer some remote work flexibility, with most employees leaning towards hybrid work. The latter is becoming increasingly popular as it combines the best of both worlds: the social aspect of the office with the focus and flexibility of remote work. Many find that their distraction-free homes are a better option for focus-intensive tasks but would still frequent a physical office for teamwork and collaboration. In this sense, the hybrid work model seems to offer the middle ground.
In the modern workplace, then, hybrid work schedules are starting to replace the traditional one-size-fits-all arrangements to promote employee well-being and job satisfaction.
What is a hybrid work schedule?
A hybrid work schedule is a flexible approach that combines elements of both remote and on-site office work. In this framework, employees and managers divide their time between the office and remote locations for a portion of the week or month, depending on their needs and preferences. Unlike fully remote or full-time office setups, these mixed schedules are less straightforward – different roles and projects require different amounts of in-person collaboration. Similarly, they need to strike a balance between workers’ preferences and company goals.
Types of hybrid work schedules
Implementing a hybrid work model may be challenging for employers, as there are a lot of variables to take into account. Besides considering company policies and employee preferences, you should make sure you have the right tools and systems in place to streamline day-to-day activities both on and off-site as well as the necessary office space to accommodate everyone coming into work.
So far, these have been the most common hybrid schedules:
Split week
According to the split-week schedule, employees are required to work from the office at least once a week, but the “splits” can vary from team to team, depending on how much they need to collaborate face-to-face. For example, the marketing team might meet up 2 to 4 times a week, while HR or the IT department may pop into the office less often. Once the framework is decided, it could give employers a clear idea about which teams will work on site each day, helping with office space management. This type of schedule is generally set by the company, but in rare cases, it could also be up to individual managers to decide for their teams.
Alternate weeks
As the name suggests, teams alternate between working in the office and working from home every week. A major benefit here lies in the stability that this schedule brings – collaborative tasks could be spread out for an entire week, while the following week can be reserved for more heads-down work at a remote location.
Staggered shifts
In this scenario, employees are only required to be at the office for a portion of the day, during the so-called “core hours”. Outside these intervals, they are free to work where and how they see fit. This allows them to get both collaborative and focus time on the same day, but it could potentially inconvenience those who face long commutes to and from work.
Complete flexibility
Some hybrid schedules endow employees with the utmost flexibility – the liberty to choose which days they’d like to spend in the office and which ones they’d rather reserve for remote work. This makes it easy for them to tailor each week to their personal needs since there are no company-set requirements. Having control over their schedule comes with additional benefits: work-life balance, autonomy, and the sense that their employer trusts them to stay productive regardless of where they work.
Hybrid mix
The hybrid mix approach is precisely what it sounds like: it’s a mix-and-match strategy that aims to combine the benefits of all the other schedules. For some teams, a split-week schedule could work wonderfully, while others are more productive when they can come into the office at will. This model recognizes that the ideal hybrid work environment means something different for everyone, based on factors like job role, responsibilities, and personal preferences.
Benefits of hybrid work schedules
Employers and employees alike can benefit from hybrid work schedules, and some of the key advantages are as follows:
Reaching a greater talent pool
Companies offering hybrid work will attract more job applicants. They could reach people who may not be geographically close to the office, while also win over candidates who think of workplace flexibility as a must rather than a perk.
Lowering overhead costs
When fewer people frequent the office, organizations can reduce costs associated with renting or owning a larger space. In addition, lower utility bills and maintenance-related overheads could also have a positive impact on the company’s budget.
Increased adaptability
With the adoption of a hybrid work model, organizations become better prepared to face future changes. They could even have a more efficient response to unforeseen events, such as public health emergencies.
Higher productivity
Both employees and employers notice an uptick in productivity levels when the former can work where they want. Some focus better in the comfort of their homes, while others feel more creative in an office setting. Having the option to choose what works best for everyone is truly a game-changer.
Improved work-life balance
There are more and more discussions about the importance of an enhanced work-life balance, and it’s no wonder. When employees achieve a better balance between their personal and professional lives, it automatically improves their mental health and overall satisfaction with their jobs.
Reduced commute times and costs
One of the greatest perks that comes with remote work is the possibility to avoid traffic and rush hour. This also results in lower stress levels as employees can save money on transportation, spend less time commuting, and have more room for their personal lives and work-related tasks.
Hybrid work best practices
It’s clear that introducing a hybrid work policy can contribute both to the company’s success and its employees’ well-being. To make sure that the implementation goes smoothly, consider the following best practices:
Set clear policies and objectives
Define clear policies regarding the company’s expectations for both remote and on-site work and communicate them just as clearly. Your employees must understand what’s expected of them, what their responsibilities are, and what they’re working towards.
Provide the right technology and tools
Make sure teams have access to tools and platforms that aid collaboration and invest in software that simplifies desk and room bookings. With WeWork Workplace, you get that and so much more.
Establish KPIs
The best way to monitor employee performance in a hybrid setting is to set KPIs. Focus on results and outcomes rather than strict working hours.
Evaluate progress
Encourage open communication and gather employee feedback regarding the new working arrangements. Make adjustments if necessary so they’ll know you’re taking their feedback on board.
Hybrid and remote work represent a fresh and dynamic perspective in the workplace that has flexibility at its core. The modern workforce recognizes the value of both in-office collaboration and remote work, so providing employees with a hybrid work schedule that balances their preferences with company goals should pay off in the long run. The benefits are numerous: companies see their productivity levels soar when employees are happier with their jobs.
