Hybrid practices for companies & talent

“Forty-two percent of current remote workers say if their current company does not continue to offer remote work options long term, they will look for a job at a company that does.”

Pulse of the American Worker survey

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HYBRID WORK?BEST PRACTICES AND HOW TO ADOPT A?HYBRID WORK MODEL?

Hybrid work policies are?essential for businesses with remote or hybrid workers. The?hybrid working policy?is an agreement between the company and employees that clearly defines the eligibility, expectations, and requirements for working from home. It must leave no room for confusion among workers.

Is a?hybrid model?good for working??

Hybrid work?combines in-office and at-home work, offering both benefits. The?hybrid work?system is an attractive choice for employers as it provides employees with the flexibility they desire while ensuring close supervision when necessary.?

Whether a?hybrid work model?is suitable depends entirely on the strategy.?

• Communicate with your employees.?Communication is key! When you roll out a new onsite work policy, your decisions will affect everyone in your workforce. It’s important to keep them in the loop and ask for their input when rolling out hybrid work or making changes to your hybrid policy.

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• Create the right work environment.?No more rigid or boring offices. Hybrid work means the office must be a place where employees want to work, so creating a dynamic workplace is important.

?·???????? Survey your team for feedback

It’s no use building a?hybrid work model?without input from your employees. After all, they’re the ones at the heart of it all.?

Use the survey to determine the best working set-up for each person and how they picture a?hybrid working model?functioning. You can create a plan and policy for everyone by asking different departments and seniority levels.

Be sure to ask questions about the working setup each group would thrive in most, as well as how they use the office currently. By asking a range of people, you can create a work model that gets folks ready to embrace change and keeps them motivated to do their best work. Here are some questions to include in your survey.

• Would you choose to work onsite primarily to focus on your own or collaborate with your team?
• How many days per week do you anticipate wanting to work onsite?
• If you had access to an office space closer to home, would you prefer to use that instead of commuting to the office?

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Build the infrastructure that's best for your organization

hybrid work will bridge the remote and onsite environments so employees can work together with ease.?Investing in technology in the workplace , such as remote communication tools and video conferencing equipment, will help enable this. Decide whether you need new tools or if you can leverage existing ones in new ways. Establish company-wide communication best practices and encourage team leads to set clear expectations with their employees. For example, you may adopt an asynchronous style of communication to accommodate employees working in different time zones.

Invest in company culture

Company culture is the heart of your organization. It can be a massive competitive advantage—and a major contributor to the success of your hybrid work model. Be intentional about defining your company culture to support a hybrid or distributed workforce. It’s also important to create experiences for the hybrid workplace around your company’s core values. For example, if your organization values teamwork, you might arrange an in-person or virtual team-building activity.?

Gather continuous feedback

As you continue to build a hybrid workplace that’s ideal for your company, remember to gather employee feedback. Be sure to provide more than one way for employees to share their thoughts. ?Collecting this feedback will help you iterate as you go and build a hybrid workplace that works for everyone.?

? Legal implications of?hybrid working?

Managing employee?hybrid work?requests is challenging. Some will want an entirely remote schedule, while others need a few days to connect face-to-face with their team. But the employer always has the final say, and they have every legal right to deny requests.?

However, to avoid discrimination claims, having a water-tight policy that outlines the criteria for allowing?hybrid work?is of great importance.

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?? WHY IT IS IMPORTANT?

Hybrid work is not only the future of work for many modern organizations and their employees, it is the present. Remote and office hybrid work combine to create a truly revolutionary approach to how work gets done. While the COVID-19 pandemic has accelerated the necessity of this new working paradigm, it is imperative for attracting and retaining top talent, and for organizational resiliency in a constantly changing business climate. Importance of hybrid work can be analyzed from multiple perspectives: employee, productivity, organizational, talent attraction, environmental, etc.

·???????? Enhancing Employee Satisfaction and Work-Life Balance

One of the most significant benefits of the hybrid work model is its positive impact on employee satisfaction and work-life balance. By offering flexibility in terms of where and when employees work, companies can cater to diverse personal and professional needs. This flexibility allows employees to better manage their personal responsibilities, such as childcare or eldercare, which can lead to increased job satisfaction and reduced stress levels. Employees who feel supported in balancing their work and personal lives are more likely to be engaged, motivated, and loyal to their employers. This, in turn, can result in lower turnover rates and higher levels of employee retention.

A survey conducted by Owl Labs found that 83% of respondents reported higher job satisfaction when given the option to work remotely some of the time. This satisfaction translates to better employee retention. Companies offering hybrid work options are more likely to retain top talent, as employees increasingly prioritize work-life balance in their career choices

·???????? Increased Flexibility and Productivity

One of the primary advantages of the hybrid model is the increased flexibility it provides. Employees can choose where and when they work, allowing them to balance professional responsibilities with personal commitments more effectively. This flexibility often leads to higher productivity. According to a study by Prodo score Research, remote employees' productivity increased by 47% in 2020 compared to the previous year. By allowing employees to work in environments where they feel most comfortable and focused, companies can harness this boost in productivity while still maintaining a physical presence when necessary for collaboration and teamwork.

·???????? Cost Efficiency for Companies

From a financial perspective, the hybrid model can lead to significant cost savings for companies. Reduced need for large office spaces means lower real estate and maintenance costs. Businesses can downsize their office spaces, implement hot-desking, or use coworking spaces to cut expenses. Global Workplace Analytics estimates that employers can save up to $11,000 per year for each employee who works remotely half-time. These savings can be reinvested into other areas of the business, such as technology upgrades or employee development programs, further enhancing productivity and growth.

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·???????? Talent Acquisition and Diversity

The hybrid model also broadens the talent pool. Companies are no longer limited to hiring employees who live within commuting distance of their offices. This geographical flexibility allows businesses to tap into a more diverse and inclusive talent pool, attracting candidates from different regions, backgrounds, and experiences. This diversity can lead to a more innovative and creative workforce, as different perspectives foster new ideas and solutions. According to a report by McKinsey & Company, diverse teams are 33% more likely to generate better-than-average profits. Thus, embracing a hybrid work model can contribute to improved business performance and competitiveness.

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Despite its many benefits, the hybrid work model does present challenges that need addressing. Communication and collaboration can be hindered when team members are not physically present. However, the adoption of advanced communication tools and collaboration platforms, such as Slack, Zoom, and Microsoft Teams, can bridge this gap. Companies must invest in these technologies and ensure their employees are trained to use them effectively.

Additionally, maintaining a cohesive company culture can be challenging in a hybrid environment. Regular team-building activities, both virtual and in-person, can help maintain a sense of community and belonging. Managers should also be trained in managing hybrid teams, focusing on building trust, setting clear expectations, and ensuring all team members feel included and valued regardless of their location.

If you face a similar challenge within your organization then let's talk solutions

Jerrish John +971504366786

happy to connect !

AQUARIUS WORLDWIDE, UAE

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