Why Employers Should Ditch "Best Practices"

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And I’d love to know your thoughts — is it time to rethink how we look at “best practices” in the workplace?

When I write or speak about the future of work (which lately includes the hybrid model), I’m as guilty as anyone else of pointing to “best practices” or “best-in-class” strategies. You’ve probably heard me say things like, “the hybrid model will be the new norm,” or “here’s how you should respond to COVID-19.”

Of course, there’s a reason for this — it’s always helpful to examine how the most successful companies are adapting to the changing world of work. And if you’re a business leader, I know it’s highly beneficial to look at what others in your industry are doing to navigate through times of uncertainty.

But at the same time, over the past year and a half we’ve seen an immense shift in people’s perspectives on work. Not only are employees demanding a workplace experience that supports their holistic well-being, but they also expect to have a voice on workplace topics that affect them.

And this voice can vary widely. It reflects each employee’s unique preferences and needs, as well as the socio-demographic characteristics that define them as individuals. Not only that, it’s important to remember that the needs of your business also vary based on factors like your industry, geography, and unique customer base.

That’s why going forward, I believe it’s critical that business leaders reconsider how they use “best practices” when defining (or redefining) their workplace strategies. My suggestion? Think of these as recommendations or inspiration — but don’t look at them as a blueprint or one-size-fits-all instruction manual for how you should define the future of work for your company.

By taking this approach, you’ll be more likely to find the right solution that works for your business and your people. And you’ll also be leaving the door open for a more innovation solution, perhaps one that’s never been seen before.

In this week’s article, I discuss this topic in detail, using the hybrid model as an example:

• Why “best practices” and research studies don’t always tell the full story
• The hybrid model example: why hybrid could fail for your workforce
• The Austin, Texas phenomenon: why just 13% of companies in Austin prefer a hybrid set-up
• How to rethink your approach to defining workplace strategies (hint: it’s all about focusing on your unique workforce and business needs)

To read the full article, subscribe to my FREE Workplace Intelligence Insider Newsletter .

And let me know your thoughts in the comments below — do you agree that “best practices” should be thrown out the window?