So now that we’ve got a workforce model where some people are working from home, some are working from the office, and some are ricocheting back-and-forth, how do you get your workforce on the same page? Here’s how several companies have learned (so far) to manage their hybrid teams.
What are the specific challenges of managing a hybrid workforce?
Our culture at Whole Foods Market thrives on shared experiences, and so we are aiming to strike a balance between the benefits of in-person work while providing flexibility to our Team Members whose roles allow for a hybrid model.
What are some of the methods you’ve learned to use to manage your hybrid workforce?
After reviewing feedback from our office-based Team Members and Team Leaders, we have decided to implement a steady-state flexible work plan which allows for up to 50% remote work for Team Members whose roles can be performed out of the office. Team Leaders will work together with their Team Members to define what 50% looks like based on business needs and situational factors. In addition, we offer the option for up to four consecutive weeks per year of remote work, as business needs allow.
Check Out Whole Foods’ Careers Page Here!
What are the specific challenges of managing a hybrid workforce?
The challenges of managing a hybrid workforce boil down to employee engagement. If employees feel disconnected from the work they are doing, and the people they are doing it with, it is easy to lose sight of the bigger picture, which allows things to slip through the cracks.
What are some of the methods you’ve learned to use to manage your hybrid workforce?
The Hollister Group combats this in two important ways: by creating opportunities for meaningful connection, whether that be biweekly trivia, weekly softball games, or company-wide guided meditations hosted by the company’s Founder & CEO, Kip Hollister; and by providing a framework to have authentic productive conversations inside and outside of the workplace, through Hollister’s proprietary REAL Conversations program. The ability to communicate honestly is critical to a healthy work environment, and a hybrid environment doubly so – when you don’t have to see your coworkers every day small things can add up to big issues, and they can be especially uncomfortable to address when you aren’t face-to-face. The ability to communicate openly can bring a workforce together, regardless of distance.
Check Out The Hollister Group’s Careers Page Here!
What are the specific challenges of managing a hybrid workforce?
One of the biggest challenges of managing a hybrid workforce is making sure all employees, in-person, remote or hybrid, feel connected with the company, their team and their supervisor(s). It takes a conscious effort to keep all employees engaged through things like networking or team-building events, professional development opportunities and regular employee-supervisor check-ins. Those are some ways Axon helps staff navigate feelings of isolation and work-life balance.
What are some of the methods you’ve learned to use to manage your hybrid workforce?
Axon continues to enhance the in-person and virtual events that connect our global offices, hosting remote happy hours, game nights and webinars covering key topics like work burnout, contract negotiations and conflict management. Managers host regular one-on-ones with employees to address ideas, concerns or challenges they’re facing. Axon leadership also encourages employees to take regular breaks during the day to avoid burnout. The flexibility we provide makes our employees feel more appreciated and heard. While we don’t have the perfect workplace (because who really does), we do make sure that our employees feel valued and we’ll continue to do everything we can to enhance our workplace, support the culture we’ve grown and create an equitable environment for staff, customers and communities.
Check Out Axon’s Careers Page Here!
What are the specific challenges of managing a hybrid workforce?
Our employees are the talent that fuels Fivetran. We’re proud of the culture we’ve built to date, and, as a company that is always looking for ways to improve, we want to continue to be thoughtful and inclusive about this new way of working. This includes continually looking for ways to provide an equitable experience and opportunities for all employees in all work modalities.
What are some of the methods you’ve learned to use to manage your hybrid workforce?
Like many other companies, we’ll continue to look for ways to optimize the experience for all. While there is no ‘magic formula’ for managing hybrid workforces, we think the first step is to have the right intention and to ask the right questions. First, does a hybrid workforce model enable us to achieve our purpose and business goals? Do we want to provide an equitable experience for all employees? If the answer to those questions are yes, we drill down with further questions: Given things like our business model, product, market opportunity, and culture, etc. what does that experience look like?
Check Out Fivetran’s Careers Page Here!
What are the specific challenges of managing a hybrid workforce?
The specific challenges of managing a hybrid workforce are found in truly fostering a spirit of collaboration and belonging despite distance and location. We made certain that our new hybrid working model, “The Way We Work”, supports more flexibility for our N-ablites’ work and life. We leave it up to our N-ablites and their leaders to determine the most productive way to work based on roles, responsibilities, and team needs. This instills a sense of trust and responsibility that everyone can feel regardless of title or location. Our Collaboration Hubs provide a place for N-ablites to gather in-person to have meaningful interactions, where they can connect, innovate, ideate, and celebrate to build deeper connections.
What are some of the methods you’ve learned to use to manage your hybrid workforce?
Some of the ways we’ve learned to manage our hybrid workforce include fostering trust, increasing communication and ensuring alignment. We continually work to create trust with each other because trust is a skill. It’s a two-way street built over time through our interactions. We believe in the ability and reliability of our N-ablites to make positive contributions, and we’ll continue to cultivate that trust. We also know through implementing “The Way We Work” that more flexibility requires more communication and clear communication. It’s important to ramp up communications to ensure everyone stays connected to our common goals. Last, but not least, we know it’s critical to align on team expectations about work and performance. We created a specially designed assessment our leaders can use with their teams to design the structure that works best for their teams to get the work done while they #njoythejourney along the way!