- Businesses should strive for consistency in their work policies, rather than capricious decision-making following leadership shifts.
- Hybrid work norms need to be flexible and adaptable, evolving with the world.
- By establishing formal, written norms, companies can offer their employees the necessary support and structure to thrive in a hybrid work environment.
As the corporate world sails through the sea of hybrid and remote work, it’s essential that there exists a firm anchor of explicit guidelines and expectations for their workforce. Unlike Disney and Twitter, businesses should strive for consistency in their work policies, rather than capricious decision-making following leadership shifts.
A surprising Mercer study recently revealed that only one in three companies has official regulations for managing flexible work. Analyzing 749 organizations, Mercer found that a baffling 48% depend on vague, informal rules, 17% opt for an entirely laissez-faire approach, and only 34% enforce comprehensible, formal procedures. Such a stark lack of unequivocal communication and expectations may jeopardize employee retention and recruitment strategies.
Fishbowl conducted a related survey, quizzing about 7,300 professionals on their understanding of their company’s hybrid work plan. The results were somewhat discouraging, with barely 50.8% of respondents grasping their company’s hybrid work principles, leaving a staggering 49.2% in the dark.
Drawing from weekly discussions with 5-10 business leaders on crafting efficient hybrid work protocols, I’ve seen the confusion and uncertainty firsthand. Many companies are flying blind, without clear guidelines for their teams. Interestingly, their chief worry is invariably hiring and retaining skilled employees.
This sentiment resonates with a study by Vistage, indicating that most small and medium-sized business leaders plan to enlarge their workforce, with only a handful mulling downsizing. This bucks the trend of massive layoffs in large corporations, as SME CEOs are reluctant to release their recently onboarded employees, as pointed out by Vistage Chief Research Officer Joe Galvin. The survey also underscored that recruitment difficulties pose a significant roadblock for these businesses, impeding their optimal operation. 61% of the surveyed CEOs voiced this concern.
Shifting focus to HR leaders — the individuals with boots on the ground — what’s their stance on hiring and retention vis-à-vis hybrid work? Unsurprisingly, a massive 95% of HR leaders endorse hybrid work as a potent recruitment strategy, as per the IWG’s HR Leaders & Hybrid Working Report. Additionally, 60% believe hybrid work bolsters retention, and a whopping 80% agree that it enhances employee satisfaction.
Hybrid Work Protocols: The Hits and Misses
Predictably, deficient guidelines and expectations result in disengaged workers, which undermines retention. Consider a few scenarios from recent consultations.
At a medium-sized IT services firm, employees enjoyed the liberty of remote work, yet were bereft of instructions on time management or intercommunication. This led to workplace friction and perceptions of unfair work distribution. The end result was increased attrition and challenges in headhunting top-tier talent.
A large financial services company faced a similar plight due to the absence of well-defined remote work norms. Without set expectations for interaction and teamwork, employees struggled to synchronize and meet deadlines. This resulted in falling productivity and morale, pushing high-performers to scout for greener pastures.
On the flip side, a strong protocol can do wonders for retention. Case in point: The University of Southern California’s Information Sciences Institute. After working with them on their hybrid work rules, they posted this on their website’s “Join Us” section. This was a game-changer in recruiting top-notch talent to the institute, given the cut-throat market for data scientists.
What Should Hybrid Work Norms Include?
These instances underscore the importance of well-defined, written norms for hybrid work. They should detail office attendance, communication, teamwork, work hours, and lay out a transparent process for managing issues.
Effective communication forms the backbone of any successful hybrid work plan. As remote work blurs the visibility of individual contributions, clear communication practices such as regular check-ins and virtual team meetups can help align everyone.
Collaboration — another cornerstone of hybrid work — benefits from tools like video conferencing and project management software. However, employees need training for optimal utilization. The guidelines should also determine availability timings for teamwork.
Work hours and time management are another critical aspect. Without an established structure, employees might feel compelled to overwork or be constantly accessible. This could lead to exhaustion, resentment, reduced productivity, and employee dissatisfaction.
Apart from affecting retention and recruitment, unclear hybrid work norms can open up Pandora’s box of problems. Cybersecurity, for instance, becomes a critical concern with remote work. In the absence of data security and privacy guidelines, remote workers might inadvertently expose sensitive company data, leading to expensive data breaches and potential business loss.
Employee engagement is another potential casualty. Without guidelines, keeping remote employees aligned with the company’s mission and goals could be challenging. Hybrid work norms should include strategies for fostering engagement, such as virtual team bonding activities and frequent communication from leadership.
Hybrid work norms need to be flexible and adaptable, evolving with the world. Regular reviews and updates should reflect the latest best practices and changing employee needs.
Employees’ involvement in crafting these guidelines is vital for their effectiveness. This ensures that the rules are tailored to the organization’s specific needs and gets employees’ buy-in. Additionally, providing employees with necessary training and resources for success in a hybrid work setup is critical. This could include tools for virtual communication and collaboration, training on time management, and data security.
Cognitive biases can sway companies’ approach to hybrid work guidelines. For instance, the sunk cost fallacy could make leaders cling to traditional office culture, even when ineffective. The availability heuristic might make companies overvalue office work and undervalue remote work. Leaders’ awareness of these cognitive biases can inform better hybrid work management decisions.
In conclusion, it’s evident that hybrid work norms are the lynchpin of effective communication, collaboration, and time management. Their absence can breed confusion, resentment, and high attrition rates, hindering effective recruitment efforts. By establishing formal, written norms — akin to the Information Sciences Institute — companies can offer their employees the necessary support and structure to thrive in a hybrid work environment. Recognizing the significance of these norms and proactively instating them in your organization is imperative for every leader.
