Name: How to successfully implement a hybrid work model
Uploaded: 2021-07-14
Duration: 3 min 54 s
Description: Lead career coach at FlexJobs, Brie Reynolds, discusses the future of work

Lead career coach at FlexJobs, Brie Reynolds, discusses the future of work

How to successfully implement a hybrid work model

Features

So about nine in 10 companies, according to a recent McKinsey study are going to adopt some type of remote work. Whether that's hybrid or fully remote work. Most companies are going with hybrid models, but they'll have people in the office and working from home and then at the same number of people, about 80% of workers want that sort of model. They like the hybrid idea, they want to be working from home sometimes, but they also like to be in the office with their co workers. There are usually about three ways that companies do this. The first is to have people in the office some days of the week and then from home other days of the week, that's usually the most common and that's what we're seeing even now, after the pandemic. Alternatively, there is the option where they will have different teams of time. So Team A might be in the office for one week and then TMD is in the office the next week. And on those alternate weeks they are working from home. And then the last way that people do this is having the workers themselves just individually choose to either be fully in the office or fully remote. But most of the time they're going to spend their their time working in one place or the other and just have it be their choice. There are definitely a few red flags that professionals and people should look out for in their companies that show a company is not yet ready for a hybrid work model. The first big warning sign right now is if you haven't heard that your company has any plan in place, if they're really not talking about this, they're not seeking employee input on how they would like to see a remote model or a hybrid model run. That's a really big red flag. This is definitely the time for companies to be thinking about this. And if you're already having company calling people back into the office without having discussed hybrid options, that's a pretty big red flag. But if they even have something hybrid in place, that's not going to work very well, one of the other red flags that people should look for is senior leadership. If senior leaders in the company are not working remotely ever, and they're only ever in the office that really doesn't create a culture where hybrid work can flourish. You want everyone into the system, you want people using it at all levels. Hybrid work to be done really well on a large scale has to be done with intentionality. You have to think about things like making things equitable for all of your workers, making sure it's there, whether somebody is working in the office or from home. And some people describe this is actually approaching this as almost though your workers are all going to be remote, even if they're not. So by thinking about it that way you put into place all of those communication platforms, document sharing options and just make sure everybody's on the same page so that they can all work remotely even if they're going to be in the office. Sometimes one big number that we've seen is that in 2020 about 76% more remote job listings were listed on flex jobs than in 2019. So there was a huge increase in remote job listings. And those were the ongoing long term remote jobs, not temporary, just during the pandemic, but remote jobs that people could have over a long term, you know, for years. And so that was a real sign to us that employers had embraced remote work, had seen that it could work well even in the middle of a major global crisis and that they were willing to really do this in the long term. And we saw people in those situations working parents, caretakers, people with a lot of responsibilities during the pandemic, being able to actually do this really well as a working parent myself. I know remote work as a huge way to get better work life balance, have reduced childcare costs, um and just reduced a lot of the friction and stress that happens between work and life. Um and so I think a lot of people experienced that in the last year and are really hoping and and trying to contribute to their company's success in remote work in the long term and hoping that they put a really strong plan in place because they have found it to be a really successful way to work.