Three questions every business leader should ask before implementing hybrid work policies

3 things to consider when building a hybrid work strategy

July 19, 2021 5:30 AM

When the world was forced to shift to remote work in early 2020, companies implemented policies on the fly and adapted to fast-changing safety measures and guidelines. But now, as we slowly move toward the end of the pandemic, businesses have the luxury of time to figure out the best path forward.

“You're going to see a lot of testing and trialing,” says Liz Braden, director of people ops and strategy at Cove, a real estate technology company. “I don't have a crystal ball, but it feels like there's going to be another shift or another change [in how we work] once people actually come back to the office and start testing hybrid models. I don't think anything's static.”

Today’s employers find themselves in the difficult position of wanting to retain high-level talent that likely does not feel compelled to work in an in-person office setting consistently, and feels they are just as productive — or more so — in a remote setting.

“We're all very afraid of this ‘great resignation,’” Braden says, adding that it’s worth taking the time to understand employees’ desires and motivations. “Is it that you need the flexibility of working from home maybe because of child care? Do you think you're more productive at home? It is really about understanding the potential fear point for people and going back to normal or going back to the office.”

Cove, which launched in 2013, uses technology to help businesses and owners and operators of real estate organize and utilize their space, and helps employers track attendance and easily communicate with employees via Cove’s app.

“We’re really providing a technology tool that creates a better experience for your employees, who can say ‘I’m coming into the office today, I’ll check in on my Cove app, and I get to meet with my team members in this conference room,’” Braden says. “It helps HR, too, but doesn’t feel like a strict policy.”

As companies decide on what hybrid work might mean for them, Braden suggests that three questions be asked — and answered — before any firm decisions are made.

1. What is the value of office space?

Employees should be given a reason to come to the office, which will make those moments of collaboration more beneficial and effective, Braden says. “You have to define why you want someone physically there, so consider the office space that you have, and set it up in a way that's going to drive impact. Present it as an employee experience moment,” she says.

2. How do we get work done?

“We all kind of figured out how to do remote work,” Braden says. “But what is our plan for operating together — and apart? It's not necessarily about a hybrid policy that says: you must be in the office three out of five days. It’s about picking the right times to be in the office and defining that time. Come in to collaborate, don’t just come in to do your normal work.”

3. How will we measure the success of our hybrid work policy?

Figure out a way to collect feedback from employees and make adjustments as needed, Braden says. “Before rolling out any policy, figure out how you are going to know people's real thoughts about their policy, how you’ll collect feedback, and how you’ll make changes and communicate those changes. That way, you won’t get stuck with a policy that's not actually working.”