We have all seen the polls and know that lots of employees would change jobs before returning to the workplace full time. Some form of remote work is here to stay for many businesses. Maybe you want to continue full-time remote for your workplace. Maybe you need employees in part time: Given the tight labor market, a compromise is a worthy endeavor for many employers. That is where the hybrid workplace comes in but with it many questions: Will employees share workspaces on their days in office? Who comes in when? How to save the workplace culture and include everyone, regardless of location?
REMOTE OR HYBRID WORKPLACE?: We are in unchartered waters again. In many ways, having everyone remote was simpler. Now employers are balancing in-office days with remote days, with mixed reviews. If you are considering a transition to a hybrid or full-remote model, it is essential to have documentation and policies in place to outline your expectations for employees. A transition to a hybrid model does not need to affect your company’s culture, employee performance, or overall productivity. Thoughtful communication and policies are essential.
HOW TO TRANSITION: Plan, plan, then plan some more. Throw in as much communication as possible on all facets. Clear documents, employee surveys and policies are essential, and you may consider appointing or hiring a Head of Remote Work to organize and monitor the model you adopt. Of course, we have a fixed fee toolkit which includes: Remote Work Policy; Remote Work Agreement; Remote Work Survey; Hybrid Arrangement Policy; Performance Improvement Plan and Discipline Warning Forms; Reasonable Accommodation Policy; Hybrid Arrangement Policy and Head of Remote Work Job Description.
The pandemic lockdown happened quickly, with little time for planning. Whatever model you adopt or have adopted ad hoc, if there is a remote component for any employees, clear expectations and application of remote status must be implemented. We can help.