Better hybrid work policies can ease the transition to full-time work | We weekly
Companies are still working hard to get employees back into the office after they get used to the benefits and flexibility of remote and hybrid working, but that's proving difficult.
A company that was remote for years before the pandemic has some tips for building hybrid workplaces that work for everyone.
Haystack Needle is a remote agency that emerged from the 2008 financial crisis, but the company has recognized this the importance of taking the time to meet in person and developing personal relationships, the CEO said Townsend Belisle.
“[We were] fully remote long before the pandemic and discovered the value of allowing talent to explore the environment where they produce their best work. But we also quickly learned the value of personal contact, with sufficient frequency,” says Belisle. “In those moments, other bonds are formed and misconceptions are softened. It helped to embrace the unique benefits of each.”
Most bosses agree that in-person work is valuable, but some say there's no value at all in remote or hybrid work.
In a 2020 interview with the Wall Street Journal, Netflix founder and co-CEO said Reed Hastings described remote working as “purely negative,” lamenting that “discussing ideas is more difficult now.”
Hybrid work plans can take many different forms, and it's up to each company to find the best fit, Haystack Needle said. Employee workflows can change, regardless of whether they are at home or in the office.
In 2022, Warner Bros. Discovery employees have a week's notice to return to the office at least two days a week in May, three days a week starting in June. The move, after two years of remote work, forced employees to look for childcare options, among other things.
“I really believe in being together,” says CEO David Zaslov told Oprah Winfrey during an interview in May 2022. “You don't build a story on Zoom. You don't get a mentor on Zoom. You have to come to work. That's where a lot of joy is and where a lot of creativity comes from.”
According to Haystack Needle, so can the time spent working remotely optimized to maximize trust and teamworkwithout accumulating Zoom fatigue.
To build these relationships and promote work-life balance, don't limit team members to strictly work-related topics. Digital water cooler conversations should be encouraged, including work-related celebrations such as project successes, milestone achievements and anniversaries.
Even if a digital workspace is optimized to promote team building, it's still good to make time for in-person meetings throughout the year, and it's important to make those moments add up.
Companies can use some of the overhead savings to make these meetings something team members will remember for years to come. Think annual holiday parties at various locations, team retreats with special events, and personal training opportunities with respected industry leaders.
“A positive culture is a critical part of attracting and retaining quality talent, and that trust is empowering and motivating,” Belisle said.
Bringing employees back to part-time work and doubling down on engagement during remote periods can smooth the transition and show employees that you care about their well-being as much as you care about the success of the business.
TMX contributed to this story.