It’s irrefutable: hybrid workplaces are here, and inflexible employers are out.
The data is astounding. In some studies, 80 to 90% of employees say they want to stay away after the pandemic. And 84% of parents who work with children under 18 find the advantages of hybrid workplaces outweigh the disadvantages.
We now know that overall job satisfaction is linked to flexible work models. And we saw that a lot of people are jump off the “cliff of talents” looking for greener pastures that offer full or partial remote working options.
The future of hybrid workplaces is now, especially as we all return to roles in the office. When it comes to developing a strong hybrid work culture, there is no time to waste if employers want to stay competitive and put employee satisfaction first.
Our guest: Rhiannon Staples, Head of B2B and CMO Marketing at Hibob
In the last episode of #WorkTrends, I spoke with Rhiannon Staples. She is a global marketing leader who has crafted expert business strategies and led start-up teams for over 15 years. Prior to her current role as CMO Hibob, she was Global Vice President of Marketing at NICE Actimize and Global Head of Brand Marketing at Sisense. She is an expert in market branding, lead generation, and account-based marketing programs. She also specializes in global business growth.
Rhiannon had great advice on leveraging hybrid work for global growth and business strategy. She said there are three pillars of hybrid work that companies need to consider in order to design a successful hybrid work model.
“The first is productivity, the second is communication and the third is culture and connection,” says Rhiannon.
For the first pillar of productivity, employers need to show workers their willingness to be flexible. This will give employees the feeling that employers are dedicated to their success. For the second pillar, they must adopt an inclusive business model that prioritizes communication with employees, whether they are working remotely or in person. Finally, employers need to empower their HR managers to create a culture of connection with employees. They must offer tools and resources that can improve the employee experience.
Leaders should also approach hybrid work with the perspective that there may be different rules than traditional remote work.
“Hybrid work is less about letting employees go remotely and more about the work model, type of job, hours worked and location,” says Rhiannon. “So above all, know that“ hybrid ”is not“ remote ”. This is something new that we need to tackle.
The benefits of hybrid workplaces
I asked Rhiannon how important it is for companies to take hybrid work models seriously. His answer ? VERY. Notably, only 13% of people said they wanted to return to the office full time, five days a week, according to a Hibob study.
“I don’t want to give the impression that employees don’t want to be in the office. Because that’s not the case at all. Basically, our data has shown that employees and managers aspire to a flexible work environment, ”says Rhiannon. “Companies that bring employees back to work, to the office, five days a week… they’re going to feel the backlash. Employees will leave for companies that offer more flexibility.
The data shows that hybrid work is beneficial for everyone, including under-represented populations. These groups include people with disabilities or those who are neurodivergent. In addition, women around the world have greatly benefited from hybrid remote work options, especially those caring for children or the elderly.
“Over the past year, we’ve proven that companies that have provided flexibility for working mothers have been very successful with this population,” said Rhiannon. “Women with access to flexible working hours and the ability to work from home will open the door for many women to return to work.”
Adopting a hybrid work model can help organizations retain their employees. Additionally, it can encourage a more diverse workforce. If you ask me, there really is no downside.