A large percentage of the American workforce that transitioned to remote work in 2020 are happy to stay there. Employers, on the other hand, are eager to have them return to the office. A hybrid compromise where employees spend part of their time at home and part of their time in the office is being widely considered. With this compromise solution comes a unique set of challenges that we have not encountered previously. Companies are busy developing rebuilding strategies to ensure a smooth transition. Here are a few key elements that should not be overlooked:
Communicate plans transparently
One in three workers surveyed by GitLab said they would consider leaving their positions if remote work in some capacity was no longer an option, however, not all positions might afford the flexibility of a hybrid work arrangement. In this case, be sure to communicate your plans as openly and transparently as possible. Offer an outlet for workers who are negatively affected by policies to voice their concerns and listen with empathy. Push back on what is perceived as an imbalanced system is natural.
Reorient employees to new culture
Hybrid work is much different from the environment employees experienced pre-COVID. Get everyone on the same page with a reorientation to the way things are now. Treat this as if it is the first day of work for everyone. Set expectations, renew their commitment to values, and gain employee buy-in toward the overall mission of the organization.
Review policies and procedures
Home offices certainly have a different set of rules from corporate offices, and now is a good time to remind everyone of dress code, harassment, discrimination and bullying policies; review procedures for resolving conflict and managing stress in the workplace, too.
Rebuild and regroup teams
People change. Teams change. Spend time rebuilding teams to break down barriers and remove silos that may have built up during remote work. Regrouping team members may be beneficial to boost performance and align strengths, schedule preference, and interaction. Allow time for leaders and workers alike to reform bonds that have been strained by distance and time.
Whether remote, hybrid or 100% in-person, planning for the future of work involves good communication, a solid strategy, and a willingness to renew company culture. If your organization could use some help in these areas, we’re happy to create a customized consulting solution to meet your specific need.
