Building Successful Outcomes in a Hybrid Work Model

One method by which employees today are looking to improve their overall health and well-being is through the establishment of a better balance between their home and work life. Although the shift to a more flexible work environment has been gaining momentum for some time, the pandemic has significantly accelerated its acceptance.

The degree to which employers support a hybrid or remote work arrangement for their workforce can make a difference in their ability to hire and retain staff as both employed workers and job seekers alike place a heavy emphasis today on things like job stability, the ability to perform meaningful work and flexibility in work arrangements. However, management within organizations operating in a hybrid environment are likely to experience both the benefits and the challenges. In addition to giving employees what they want and boosting hiring efforts, retention and overall productivity, business leaders are also faced with the task of promoting effective communication, employee engagement, idea collaboration and cultural growth.

To successfully promote and maintain hybrid work environments, employers may consider utilizing a few of the following strategies:

• Invest greater resources in team building. This is more important than ever with a workforce lacking interactions at the office. Creating a solid foundation through effective employee engagement will allow for greater collaboration and increased worker productivity.
• Treat all employees fairly. Successful hybrid operations ensure that all employees, whether they work from home or the office, are considered for special projects and promotions. They also provide their on-site workers the same flexibility in scheduling and hours worked as those that work remotely.
• Empower employees. Business leaders shouldn't fear encouraging employees to accept new responsibilities. Create an environment that fosters innovative thinking, allowing workers to be help create the parameters of their new workspace.
• Trust employees. For many business owners and managers, the hybrid work model represents a significant shift from the traditional leadership roles they may be accustomed to, whereby they were physically present, monitoring daily operations with their eyes and ears. Successfully transitioning to a people-centric style that trusts workers even when not in sight is critical to the model's success.
• Focus on outcomes. Leaders should look to judge employee productivity by the level of contribution instead of the number of hours worked. Allowing for a more fluid work environment with efficient use of resources can fuel enhanced job performance, making the final outcome more important than the schedule used to achieve it. 
• Rethink communication methods. Remote work requires more creative methods of communication. Utilizing a platform that fosters knowledge sharing, leadership visibility and targeted communications is essential in maintaining effective two-way communications between management and employees. And just because employees aren't in the office doesn't mean their schedules should be full of numerous zoom meetings. Try utilizing communication that provides for more one-on-one, targeted discussions when appropriate.

AIA Philadelphia offers its members access to My Benefit Advisor as a solution for employee benefits, including voluntary offerings. For more information about My Benefit Advisor, visit our website at aiap.mybenefitadvisor.com or contact Marlon Richardson at (215) 790-3640.