Workers have varying opinions on how the hybrid model should be approached. Without carefully planning out how to execute this arrangement, these differing views could drive a wedge between in-office and remote workers.
That’s why leaders have a responsibility to create a fully realized hybrid workplace strategy. It’s clear that workers want them, but the execution of these arrangements still has flaws.
According to a study from The Global Workplace Analytics and Owl Labs, 90% of full-time workers saw their productivity remain the same or grow when working from home.
So how can companies integrate the best parts of the hybrid work model into every day operations? It starts with creating a connection with employees and making those relationships a priority.
Without these changes, employee productivity and engagement could suffer, which could inevitably contribute to the Great Resignation. In fact, a Gallup study showed that employee engagement decreased from 22% in 2019 to 20% in 2020 after years of steady growth.
This is likely due to the stress and anxiety caused by the pandemic, showing that there is a huge need for leaders to find a healthy balance in work arrangements that promotes engagement, productivity, and employee wellbeing.
Fluidity will be important here. Models may need to be adjusted, programs adapted, and mistakes could be made along the way. However, if companies remain transparent about this journey and keep the wellbeing of employees in mind, they are bound for success in the new future of work.