5 Ways To Optimize Your Organization's Return To The Workplace

The future workplace will look different as post-pandemic data confirms three things – a steady increase in the number of people shopping online, more people choosing sweats over trousers, and more organizations moving to hybrid return-to-work models. A hybrid work model is drastically different from the traditional work model and offers employees the flexibility to work remotely and onsite through the week. With 51% of employers favoring the hybrid work model, a thoughtful and meticulous back-to-work approach is critical to retain and attract talent.

5 Ways To Optimize Your Organization’s return to the office

1/ Provide training

‍It is impossible to fulfil expectations that have not been set. Therefore, spend time and attention into communicating how workflows, communication schedules, performance expectations, and reporting structures need to be accommodated. It’s equally important to invest time to train managers on measuring performance fairly and equally irrespective of their location and time zone.

‍2/ Plan ahead

‍Ambiguous ‘return to work’ policies lead to several problems, starting with workplace discrimination. To illustrate, higher-paid professionals will have the finance and flexibility to be ‘more visible’ in office, while professionals with children will not be able to compete. Or, because employees have been interacting less since the pandemic, they may just go into the office on days when they are feeling more lonely, thus sabotaging productivity for the rest of the team. To combat this, map a workplace strategy by designing a guide that outlines the type of work environment that should be used for certain types of tasks. Ensure every team member is accountable for working remotely or onsite at designated times.

‍3/ Maintain equality

‍‘Going back to the office’ is not the same as ‘going back to business as usual,’ especially if only half the team is onsite. Managers run the risk of reverting to traditional ways of monitoring productivity based on presence and trust, which can inadvertently lead to organizational discrimination and imbalance. Here, it’s important to focus on equalizing employee experience. You can do this by making information on employee visibility and employee benefits for offsite and onsite resources easily accessible.

‍4/ Stay updated

‍When at work, there are several opportunities to learn more about the organization and the team by simply observing them. You may overhear watercooler conversations about an upcoming announcement or you may happenstance upon the information while making your way to the canteen. When it comes to remote working, the ‘workplace buzz’ needs to be communicated in a clear, concise manner over secure channels so as to convey information effectively. Information can be communicated using materials such as handbooks, FAQs, training resources, terms and conditions, and so on.

‍5/ Be sensitive to the new normal

‍The ‘new normal’ has to be defined from an organizational perspective as well as an individual perspective. Pre-pandemic performance expectations are no longer relevant. To get your team on the same page as your organization, give your employees a voice via surveys or focus groups to aid in the execution of your hybrid work model. Follow it up with extensive training and guidance for both managers and employees to assess themselves, their behavior, and their actions to ensure they align with the organization's goals.

Conclusion

Alternative work models may seem daunting at first, but with the implementation of these five tips, your team will be able to adapt, adjust, and find success in building a foundation as a hybrid team. Whether you choose to indefinitely work remotely, return to the office full-time, work from a coworking and shared office, or adopt the hybrid model – whatever the model you choose for your business, it’s ultimately your tools, tech, mindset, and communication methodology that determine your success.

FAQs

There are three return-to-work models to consider -

(a) Full-time: Reopen completely, requesting every employee back onsite.

(b) Fully-remote: Continue working remotely.

(c) Hybrid: Get some teams onsite while the remaining resources work from home.

Every model has its own pros and cons, but the hybrid approach comes out leading on top with over 50% of employees preferring a mix of working from home and office.By simply going ALL IN! If management is not completely invested in a hybrid workspace, the model is bound to fail. A united and consistent leadership front is necessary for this model to succeed. In this age of multiple-choice, ever-evolving work models, change is the only constant and businesses that embrace hybrid work environments are the ones that provide autonomy to the workforce.Take extra care to maintain seamless communication between remote and onsite teams. While at it, continue to ensure they have access to all the technology needed. Also make sure your remote team, onsite resources, and managers collaborate on the same platform, with increased face-time if necessary.