5 Examples and Tips For Making Hybrid Models Work
As restrictions around COVID have lowered, companies are now looking to roll out hybrid models of work and re-engage their office space. The big question is: what hybrid model will work best for you?
Many businesses have started or are planning to start a return to office, and it’s just the season to do it. The warm weather has started to defrost memories of patio lunches, after-work socials and rooftop activities which are all shining examples how the office can be a natural bonding environment for employees. But many leaders are still uncertain about which hybrid work model will make the most sense and how to roll it out. Some companies are itching to get back in-office full time.
What’s our opinion? Hybrid models are going to be an essential part of top companies moving forward. Having one, and having a well structured one, will be key to both attracting and retaining your talent. Take the findings from this recent Amazon Business survey into consideration:
43% of workers said they would likely look for a new job if they were mandated to work from the office full-time
55% said they’d be less likely to accept a new job if they were required to work full-time in office
Only 12% were in favour of working in-office full time
So let’s dive in to how companies can start their journey towards an effective model. Below are examples of hybrid models companies are currently using and tips on how to create an effective one.
5 Examples of Hybrid Models
Microsoft - 50/50 Model
Microsoft now allows its employees to work from home 50% of the time. If employees would like to work from home more than 50% of the time, it’s still possible but they require manager approval. Microsoft is also encouraging their managers to “hire talent from everywhere”, further emphasizing their embrace of hybrid teams.
Target - Downsizing footprint to Increase Convenience
Target announced in 2021 that they would move towards a hybrid model, allowing employees to choose a blend of in-office and work-from-home time. In turn they’ve decided to downsize their office real-estate. In fact, they’re currently leaving their large Minneapolis headquarters that facilitated 25% of their corporate workers and instead have decided to “sprinkle” smaller offices around the area to reduce historical commuting problems. The plan is for hybrid employees to enjoy new offices from multiple locations which will have “flex floors” that feature desks and meeting spaces employees can book to use.
Salesforce - Full Flexibility
Salesforce started by surveying its own employees to capture their feedback. This survey found that about half of their employees wanted to come into the office only a few times per month, but 80% wanted to maintained connection to the office. As a result, Salesforce employees can now choose between being office-based, coming in 1-3 times per week or working remotely, so long as their job role allow it.
The Citigroup - Role Based Flexibility
Citigroup employees can choose a remote or hybrid work model so long as their role allows it. At Citigroup there are roles that need to be in-office, such as data center employees and bank branch workers. However other roles can work fully remote. Through this transition, the company is expecting a 50/50 split between remote/hybrid and in office employees. In addition, the CEO made a company-wide rule banning video meetings on Fridays.
Amazon - Customized By Team
Amazon’s approach took many shapes as the pandemic continued. In early 2021, Amazon stated they wanted to return to an “office centric model”. A few months later they asked employees to be in-office just 3 days a week. At the end of 2021 they explained to employees that they had been debating different models and found that due to their large size it was difficult to find a one-size-fits-all solution. In conclusion, they announced that individual Team Directors would have the autonomy to decided what model to use for their teams.
These Directors decide whether a fully in-office, fully remote, or hybrid model makes sense for their team and individual roles. These decisions, Amazon clarified, should be guided by what will be most effective for their customers. In addition, the company announced that they would allow corporate employees (who can work effectively away from the office) the option to work up to four weeks per year fully remote from any location in the country of their employment.
“We know that many people have found the ability to work remotely from a different location for a few weeks at a time inspiring and reenergizing. “
- Andy Jassy, CEO Amazon
Tips For Choosing A Hybrid Work Model
Listen To Your Emoployees
The goal of a hybrid work model is to find a win-win-win solution - something that benefits the business, employees and results for your customers. It’s been over two years since COVID turned lives and businesses upside down. Your employees have experienced what has worked for them, and what hasn’t. They know which job activities have been easy or challenging when done remotely. Getting their feedback can help you to not only choose an effective hybrid model, but to understand what the new role of the office should be.
Communicate, Communicate, Communicate
One of the commonalities amongst the company examples above is that they all communicated their plans to employees, even as the plans were in the process of being made. You don’t need to have the definitive end-all be-all solution right now. In fact, whatever you roll out today is likely to evolve over the coming years anyways. You just need to point employees in the direction of where you’re currently steering, so that they can plan their lives accordingly.
Once you do have a plan in place, make sure you clearly document it and have leadership take the employees through it to answer any questions. An excellent example is Microsoft’s Hybrid Workplace Guide which was sent to all their employees.
Re-define the office experience
The office is still important - but the role it plays in day-to-day work has changed. We’ve learnt that most of people’s daily activities can be done just as seamlessly while working from home. However, one of the hardest things to replicate remotely has been the collaborative environment in-person meetings facilitates. The office should serve itself to closing that gap.
Companies are now looking to rearrange their office space to prioritize group work. Think brainstorming, product-testing rooms, training rooms, and more. If your office does not provide any real benefits surpassing your employee’s own work-from-home setup, there’s little reason for them to come in.
Our take
Work culture has been in such a liquid state these past couple of years, continuously morphing in adaptation to COVID, new regulations, and an ongoing globalization of talent pools. And the truth is, the water will never truly settle - so leaders will need to be comfortable changing with the times.
By embracing hybrid and remote work models, companies open themselves up to a world of new benefits when it comes to their talent strategy.
Every conversation we’ve been having with candidates these past two years has included questions on what work model companies have or are moving towards. By having a clear answer to these questions, you position your company as progressive and thoughtful. There’s also been heightened conversation around worklife balance. Studies now show that many employees are prioritizing better worklife balance and remote work even above salary. A hybrid work model gives them time back in their week without sacrificing productivity.
And then there’s the no-brainer: remote work allows you to hire from anywhere. Canada has recently reached record high employment rates, making it harder to hire, especially within the digital, innovation and technology industries. By opening up your talent pool, you can overcome these recent challenges and engage with highly skilled talent unbound by geography. Check out our article here outlining all the business benefits of remote teams.
At Ari Agency & Ari Executive, we’ve spent almost two decades helping companies build future-ready teams and leaders. We specialize in the most in-demand talent across digital, marketing, design and innovation-focused functions including executive leaders. Contact us today to learn more about how we can help you improve your talent acquisition strategies and find your next all-star.
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