Understanding the Hybrid Work Challenge
As we all know, the world of work has undergone a big transformation in recent years and hybrid work arrangements have become the new normal.
We recently surveyed the marketing community to ask about their team’s experience in a hybrid work environment. 59% of respondents still want to work fully remote and only 36% say their team is thriving.
So why are teams still challenged with hybrid work environments? A Gallup survey revealed key insights that help explain the disconnect:
- 80% of employees expect some degree of long-term remote flexibility.
- 46% of employees are engaged at work if their team determines their hybrid work policy (not upper leadership or team managers), but only 13% of employees said their team does this.
- Employee engagement was highest among hybrid workers when they were not required to come in the office a certain number of days, yet 28% of employees said their company requires a minimum number of days in the office.
So how do marketing leaders keep their team happy with hybrid work arrangements while still maintaining a productive and cohesive business? Read on for strategies that foster productivity, culture and collaboration among your marketing team.
Promote Autonomy and Empowerment
Hybrid work thrives when employees are given the freedom to manage their schedules and workspaces. Mandating in office days and monitoring badge swipes is likely going to backfire according to experts.
The mentioned Gallup hybrid work study highlighted this critical point: Allowing team members to collaboratively create their hybrid work policy is one of the most engaging work practices your company can implement.
This empowers them to know when they need to be onsite to collaborate and when off site is more efficient. It also provides autonomy and trust– which leads to a boost in motivation, increased job satisfaction, and higher retention and performance.
Provide Clear Policies & Transparent Communication
It’s important to make sure employees understand current guidance from the CDC, etc. and that having access to Covid tests can help employees feel more secure. Also, managers should be proactive and inform their staff if they don’t feel well to stay home. This goes a long way in fostering a trusting environment where employees are shown that their well being is a priority.
Foster Human Connections
“People don’t come to the office for work, they come for each other (Adam Smiley Poswolsky).”
Employees crave genuine connection with their peers and their manager. McKinsey found 46% of workers cite an unmet desire to work with people who trust and care for each other as a reason to quit. A recent RedThread Research report confirms how critical connection is to your business. Organizations with a more connected culture are 5.4 times more likely to be agile, 3.2 times more likely to have satisfied customers, and 2.3 times more likely to have engaged employees.
Have Well Designed Infrastructure and Work Space
Invest in work spaces that offer both open spaces and privacy. Think phone booths for private conversations, conference rooms for more formal meetings and spaces with comfortable seating areas with couches and beanbags for creative collaboration.
Also, ensure your team has the technology infrastructure to support seamless productivity (project management tools, chat platforms, etc.) and access to office supplies for their home office. Here are more tips on how to design a hybrid office.
Evaluate and Adapt
Finally, regularly assess the effectiveness of your hybrid office initiatives. Solicit feedback from employees to understand what’s working and where improvements are needed. Be prepared to adapt and refine your approach as the needs and preferences of your team evolve.
Hybrid work can thrive when organizations prioritize autonomy, a well designed work environment, clear communication, transparent policies, purposeful human connection and remain adaptable. By implementing these strategies, you can create a hybrid work environment where remote and in-office marketing employees feel connected, engaged, and motivated to contribute their best work.
