Does Hybrid Work, Work?

The past two years had a major impact on our physical, emotional and mental well-being, and more than ever, we leaned on our support systems and relied on each other to get through an unprecedented pandemic. Going forward, we want to make sure these support systems stay—while reimagining how we engage with each other and the physical workplace.

Flexibility looks like inclusion and support

Our hybrid work model, Flex with Purpose, is grounded?in diversity, equity, and inclusion (DEI) principles. Flex with Purpose blends fully remote, hybrid, and on-site teams to help our people sustain deep connections and flexibility. ?

The pandemic shone a light on the different relationships people have to the office. We now know that not all employees have to be in the office in order to be productive, and that purposeful virtual practices can provide employees with a sense of belonging. Most importantly, we know that in-person inequities are not simply erased in hybrid environments. That’s why it’s critical that colleagues are intentional in driving more inclusive and equitable workplaces—both for in-office and remote environments.

Connection to culture looks like purposeful engagement

Many of our professionals work in-person at an office or client site for at least a few days each week. But these aren’t the only ways that our people come together. Nearly 26,000 KPMG employees have visited Lakehouse, our cultural home in Orlando since its opening. In FY22 alone, Lakehouse hosted 11 programs for our interns, 7 for new managers, and 65 orientations for new joiners. With the opportunity to connect with coworkers across geographies, and settle deeper into our Values, Lakehouse has become central to meaningful interaction in KPMG’s hybrid world.

We’re seeing the connection to culture clearly, especially when folks return to their home geographies. This year, as we celebrated our firm’s 125th anniversary, KPMG US saw more than 22,000 professionals put in a total of 60,158 volunteer hours in the communities where they live, work, and play. Ninety KPMG US offices engaged in this collaborative, collective experience, and together, served more than 450 nonprofits. KPMG employees proved that hybrid work doesn’t mean a reclusive retreat into our homes but a real opportunity to engage in and better serve our communities and workplaces.

Boundaries looks like structured, intentional breaks

The pandemic eroded some of the lines between work and life, and flexibility helps our people draw lines as they need to and as fit the responsibilities of their roles. Our summer Jumpstarts give our employees the opportunity to leave work early on Fridays between Memorial Day and Labor Day, and our two seasonal shutdowns are intended to help individuals take breaks without spending any PTO. Our holistic Total Rewards—including compensation and benefits, caregiver support, mental health resources, and more—go even further to help meet the evolving needs of our people.

We’re dedicated to analyzing our offerings and revisiting our support so that we can continue to meet our peoples’ needs. Not every employee will need the same support, which is why flexibility is critical to the conversation. Empowering our managers and employees to apply DEI and well-being lenses to staffing, meetings, and more helps turn words into action, and reminds us how well hybrid work does work.