Three hybrid work assumptions to dispel and overcome
Darryl Wright
Senior Global Executive | Organization Effectiveness, Leadership and Talent Expert | Fortune 500
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There’s no one-size-fits-all approach to getting hybrid right. The EY Return to Office (RTO) 2023 Survey revealed 96% of Canadian organizations polled have opted for a hybrid structure. But the results tell a story that’s far more complex than simply offering a mix of in-office and remote-work possibilities. An organization’s ability to flex and adapt hybrid models to meet the needs of its workforce and make appropriate adjustments in the respective experience is paramount to overall success.
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All of this becomes even more important when you consider that none of the organizations surveyed reported their workforces as “eager” or “excited” to fully return to the office, with 12% even stating that employees are not at all inclined to return to office lightly. Common obstacles like difficult commutes and work-life balance challenges continue to plague return to office as employees’ top pain points.
What brings people back? Most organizations are shying away from stipends (at 4%) and rewards (only 2%) as a means of encouraging a return to the office. Companies are much more inclined to provide a range in the number of days employees must be in the office rather than just an inflexible set expectation. But even so, this remains an encouraged vs. enforced approach.
Only 30% of organizations surveyed have adopted a mandated attendance strategy. In the wake of these clashing contexts, operational challenges persist, with more than 40% of organizations reporting difficulties in measuring productivity in this new reality.
This complexity came out loud and clear in the survey data, where three primary assumptions emerged:
Assumption 1: The more time spent in the office, the lower the attrition rate.
False. Survey results show organizations are experiencing attrition rates comparable to pre-pandemic numbers. In fact, organizations that placed greater emphasis on time spent in the office saw higher attrition rates. More than two-thirds of organizations that cited occupancy greater than 75% indicated increased attrition levels.
What makes a difference to attrition rates when implementing return to office?
What’s the key takeaway? Revamping talent processes correlates to significantly lower employee attrition rates. Tailoring your return to office policies and revamping talent processes to meet employees’ unique needs can help improve attrition rates and keep top talent engaged.
Assumption 2: Spending time in the office helps with culture.
True. The survey results revealed organizations that reported improved culture were more than twice as likely to report occupancy rates over 50%.
What makes a difference with culture when implementing return to office?
What’s the key takeaway? To optimize the cultural benefits of return to office, organizations are investing in providing greater clarity, managing people performance in new ways, and developing leadership capabilities to create better dynamics between leaders and teams.
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Assumption 3: Returning to the office will have a positive impact on productivity.
Also true. Organizations with occupancy rates over 50% were also two times as likely to report higher productivity.
What makes a difference with productivity when implementing return to office?
What’s the key takeaway? In-office time plays a part in productivity. But in-office experiences must be better to draw people back and enable them to be more productive. Dig in to understand where your office space may be misaligned with employees’ expectations and the work they are performing. Get personal in conveying the value of the office and invest differentially to improve the physical and technical aspects to enable employee productivity.
What’s the bottom line on hybrid work?
These insights paint a clear picture of a workforce transformed. Working models, policies and programs require a similar refresh in light of such dramatic change. There’s no one right answer to successfully implementing hybrid working models. But a bespoke blend of flexibility and adaptability can certainly go a long way towards enticing people to embrace this approach. With that comes a whole world of potential, including the ability to dial up productivity and culture, while dialing down attrition.
If you find these points interesting, stay tuned for more research coming in the following months, including EY Global Work Reimagined Survey.
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MD-Expatriate Preparation , Developing Global workforces and shifting global mindsets
1 年Having been heavily involved in building high performance teams across multinational boundaries, I’m finding that there is certainly a shift in how the team now meshes and interacts. It’s harder for the virtual/hybrid team to build, create and feel energy. With teams 1+1=3 (mulitiplier effect) It’s now more important than ever to create a definitive purpose and a team dynamic to attract the team back together as a way of increasing productivity and lowering attrition. The adage “Teams that play together stay together” is still so very true but now possibly being diluted with the virtual/hybrid environment. Will we lose the multiplier effect of team work? Could this be the reason of productivity loss? Time to be creative.