Regardless of what becomes of this pandemic-era retreat to remote work for many of us, it seems fairly certain that hybrid work models – where some hold down an office while others work from home or elsewhere – are here to stay. The benefits are too great for all parties, with the ability to hire non-locals full-time in a remote capacity a hugely appealing plus to employers. Here’s how three companies have found that ideal balance between taking advantage of the remote work revolution’s advantages while still retaining an office hub for that can’t-be-faked frisson that comes from working in the same physical space as your peers.
Can you share some tips for managing a hybrid workforce?
There are some working practices that can help individuals and teams thrive in a hybrid environment. First, use your calendar application to effectively set boundaries and communicate expectations – be clear on when someone is or is not working, and further, differentiate time for collaboration with colleagues from quiet focus time. Establish clear communication channels, such as using slack for real-time communication, email for asynchronous communication, and use virtual meetings judiciously to prevent fatigue. When in meetings, deliberately be inclusive, especially when you have some people in person together and others remote. Ensure that team information and best practices are documented well so that the team can work asynchronously. And, finally, make time to nurture personal connections across your team, as we have seen physical distance really does have a negative impact on these informal connections.
Can you tell us some of the benefits of the hybrid model?
The hybrid model offers real benefits to both employees and employers if implemented well. For employees, a model that genuinely honors an employee’s choice of where they work can offer them flexibility to balance home and work demands, plus more control over creating their individual optimal environment for productivity. A mix of in-office and remote work can both nurture relationships with colleagues and provide needed alone time for more focused work. And, on the employer side, in addition to benefiting from the increased productivity and engagement of employees, employers also now have the opportunity to hire talent anywhere it exists, easing the impact of talent shortages in key geographies.
Check Out Uber’s Careers Page Here!
Can you share some tips for managing a hybrid workforce?
As a manager, it’s important to not only support your employees in work-related efforts but also to be sure you’re checking in on their overall stress levels and mental health—especially if you aren’t seeing everyone face to face on a daily basis. At nCino, managers are encouraged to be creative with meetings by going beyond Zoom calls. For example, local teams are encouraged to meet in person in an outdoor space for coffee, ice cream, or lunch. Remote teams often hold phone calls while both parties are walking outside or chatting over a remote lunch.
Can you tell us some of the benefits of the hybrid model?
The hybrid model allows for a more personalized work experience. While some people focus best at home and prefer coming into the office for meetings and to socialize, others focus best at their office desk and prefer holding meetings over Zoom. The work-from-home option allows employees to better balance family and work, perhaps by spending time with children during breaks or breaking up work time with house tasks. At nCino, we have found that allowing employees to work in the model that best suits their needs enables them to become their most productive selves and bring their A-game to work every day.
Check Out nCino’s Careers Page Here!
Can you share some tips for managing a hybrid workforce?
At N-able, we’ve launched The Way We Work, which is our hybrid working model based on trust and flexibility. We launched this model last year to provide more flexibility to our employees – or N-abilities as we like to call them – to be able to better integrate work and life. There’s no “default” workplace for us, and leaders and teams are empowered to determine where and how work is best accomplished. We’ve converted all of our global offices into Collaboration Hubs to create places where our N-abilities can gather to connect, innovate and celebrate. It all comes down to trusting your people to do the work they were hired to do – no matter where they do it!
Can you tell us some of the benefits of the hybrid model?
We believe one of the most important benefits of the hybrid model is that we’re putting our people first to support more flexibility for their work and life. We surveyed our N-abilities, and they overwhelmingly responded that they wanted the choice and flexibility offered in a hybrid model. Additionally, it allows us to continue attracting and retaining top global talent to better serve our partners around the world. Lastly, we know that offering this level of flexibility builds trust and helps strengthen our culture. It gives our people the ability to work where and how they’re most productive – which is ultimately what most of us are seeking and is better for our business.