News and business publications are abuzz these days, covering the topic of remote work and its impact on productivity and workplace culture. There are likely as many articles in favor of remote work and the hybrid model as there are opposing it, and now that we are far enough past the days of the pandemic when it was a public health issue, we are now settling into the debate of how best to move forward, using what was learned from the pandemic to improve businesses and the lives of those who make these organizations run successfully.
I have read countless articles and studies which demonstrate the fact that a majority of knowledge workers – and their organizations- truly do and can continue to benefit from the hybrid work model. In my own informal collection of data, I can vouch that most professionals with whom I’ve spoken personally report having experienced increased productivity levels, better work-life balance and an overall improvement in their mental health and general happiness.
What I want to bring attention to, beyond these above-mentioned common benefits [which the press has been so focused upon] is a potential benefit I do not believe is being talked about enough. As a former educator turned productivity coach, I believe we have the opportunity to take these “lessons learned” from the pandemic – when we discovered that employees, team members, and leaders were able to work collaboratively and successfully from a wide variety of settings – and begin treating each employee as the unique, one-of-a-kind individual they are! Embracing the hybrid work model has the potential to encourage employers to begin learning about their employees’ individualized needs, circumstances, and strengths, and to provide the work environment and working conditions that suit the individual best and that support each individual in achieving their peak performance levels and reaching their fullest potential as a contributing team member.
From Classroom to Boardroom
Having spent the first 10+ years of my professional life working in the field of special education (my Master’s degree is in speech language pathology), I devoted a significant amount of my time, energy, and resources advocating for students who learned differently, had unique communication strengths & needs, and who deserved and required a more customized learning environment in order to grow into their fullest potential as a child and a learner.
The workplace is really no different! Every organization is made up of unique individuals who have different needs when it comes to the workplace environment.
- Some employees crave social opportunities, while others need solitude.
- Some team members benefit from noise and high levels of activity; some need little to no visual or auditory stimulation.
- Some professionals work best with long periods of uninterrupted, deep work time, and others need to work in short and frequent bursts of productive time.
I am not the first to say this, but it is worth repeating to encourage every leader to begin to recognize this truth: If the pandemic taught us anything about the workforce, it is that most people can and will get their work done, regardless of place and time and especially when there is flexibility and choice in these two factors.
Hybrid Hesitation
The hesitant and uncertain leaders with whom I speak regarding the hybrid model typically share concerns about three key factors:
- Reduced /limited communication
- Interference with team collaboration
- Employee accountability
Looking closely at worker performance in 2020 and 2021, it cannot be denied that the technology tools & the ingenuity of employees proved the point that these “obstacles” can and have been overcome.
- Statistics show that employees are actually more productive working from home. The same studies show that hours worked, number of meetings, and other activity metrics have increased.
- At least 50% of employers believe remote work reduces absenteeism.
- 32.2% of managers agree that productivity has increased after the 2020 remote work shift.
- Turnover reduces by 50% when employees have access to a remote work option.
- Between reduced commute times, fewer absences/sick leave, reduced turnover, and increased productivity, employers stand to save roughly $11,000 annually per employee.
I believe a leader’s hesitation comes from a place of uncertainty and the desire to return to “the way things were.” Yet I also believe leaders know there is no “return” and a new normal is the only way forward.
Communication is Key
Like the majority of workplace challenges, the solution can be found if we begin with the goal of communication. Rather than relying on studies & outside statistics, or group surveys with anonymous input, I encourage leaders to begin having personal conversations with their employees. Go deeper beyond the standard questions of “How many days a week are you willing to commute to work?” or “Do you feel more or less productive when working remotely?”
Be willing to ask the harder and more intimate questions and to receive the honest truth from team members regarding what challenges they face when working outside the home and what distractions they must overcome when working from home. Ask questions including:
- What do you need in your workplace setting to focus best?
- What is the ideal setting that allows you to fully tap into your creativity?
- What time of day do you hit your stride?
- What challenges you the most about being in the office & with coworkers?
- How can your managers create positive accountability when you are working remotely?
The most important question to ask next is to be posed to you and your fellow leaders in the organization:
How can my organization define a hybrid model that meets the needs of our people, fosters employee engagement & retention, and maximizes productivity and performance?
The answer is within your people & your leaders, if you are willing to do the work to uncover it. Remember, Hybrid is IN….don’t miss OUT!
Contact us for support in creating a winning hybrid model for your organization!
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