Before the COVID-19 pandemic hit, the workplace model was pretty simple. People came into work Monday to Friday, spent 9-5 in their cubicles, and then went home. But after two years of on and off quarantine, the same work plan doesn’t work for employees anymore. Some people have made themselves comfortable working at home. They enjoy spending more time with their family while being productive at their work. And the fact that they no longer have to brave traffic jams and long commutes to the office sealed the deal in favour of working from home.
Then, there are those who can’t wait to break out of social isolation and meet people. They find the office environment invigorating, draw energy from being around their peers, and dread the idea of being cooped up at home.
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One thing is clear – change is necessary at the workplace. But companies seem to be struggling to find the right system for employees. Managing both on-site and remote employees has become increasingly difficult, often making work chaotic and disorganised. Thus, a strategy that caters to companies’ needs while also boosting employee morale and efficiency to enable them to WorkWell has become necessary. The solution lies in hybrid workplaces.
A perfectly planned hybrid strategy can aid companies tremendously in their growth. It boosts employee efficiency and creativity while ensuring their emotional and physical well-being. More than anything, it allows the team to achieve an adequate work-life balance, as they can work with enhanced flexibility.
But hybrid models are difficult to implement. Without the right strategy for execution, they could have negative effects like improper work hours, miscommunication, and poor teamwork. Then how can companies design a workplace model that will satisfy employees without hindering their productivity? Here are some points to consider.
Working Together
Involving employees when forming your workplace model can help build a strategy that works for everyone. By including team members in decision making, leaders can ensure that their team is motivated and on board with the work plan. Employees can also suggest unique ways to adapt to different work environments and responsibilities, which management may not have thought of. This way, employees can adjust their work according to their preferences, discuss creative ideas easily, and work comfortably on-site or online.
Leaders should also try to be as honest as possible. Clarity on office policies and employee requirements will help them prepare for work and set expectations accordingly.
Fluid Communication Channels
Communication is key when shifting your workforce to a hybrid model. Since some team members will be working remotely and some from the office, information can fall through the cracks. It’s difficult to grasp and differentiate tone when the main mode of communication is online, whether through emails, or other such communication channels. This could lead to misunderstandings, dissatisfaction among employees, and delays in work. That’s why robust and fluid communication channels are essential to improving efficiency.
In a hybrid model, communication through technology is a staple. When a leader gives clear and precise directions to the team with the tone of the message in mind, the possibility of confusion is reduced considerably. And with an empathetic approach, communication with the team becomes smoother and more positive.
Leaders must also ensure that all employees, regardless of their location, have the right resources needed to stay in touch with their team members and managers, and that any issues brought forward are solved swiftly. It is important to make them feel included in team meetings and conversations. This helps them stay motivated and connected to the company and its goals. Remote employees may feel isolated when the conversational experience of working from home does not match on-site work. A thoughtful and employee-first approach can help companies prevent avoidable issues in communication.
Meeting everyday
In a hybrid model, regular meetings are a prerequisite for high efficiency. Holding a scrum call every day can make assigning tasks to employees simpler. Eventually, this process becomes a habit, minimising room for error and aiding your team in becoming efficient employees.
Companies can also schedule regular in-person meetings. With a weekly on-site meeting, leaders can convey routine feedback and the team can build relationships even if they don’t meet every day. Moreover, employees can get a quick and satisfying resolution to any query or issues they couldn’t convey remotely.
Ensuring Connectivity
A good hybrid model needs a robust digital infrastructure. A faulty connection could obstruct communication, creating confusion and inefficiency. With some members working remotely and the rest working in the office, a stable internet connection at both ends is important. Thus, flexibility in the hybrid schedule is important. When employees cannot work at home due to network issues, they should be allowed to come to the office so that work isn’t impacted. Up-to-date software and hardware are also necessary to limit technical difficulties and maintain productivity.
Promoting Emotional Well-being
No employee is the same. Incorporating varying employee needs into a comprehensive plan can be tough, but a creative solution will help retain talented team members. Every hybrid model should be planned with the employees’ mental health in mind. While some find working from home easy and comfortable, others may find it creatively restrictive and isolating.
So, when trying to formulate a good hybrid model for their office, companies should consider individual employee situations to provide the most optimal work plan. Most remote employees have odd work hours. And the notion of ‘no breaks allowed since we are at home’, which is very common among remote workers, doesn’t help the case. Keeping a task based orientation in mind, instead of focussing on fixed hours for work, and encouraging employees to take breaks can help increase their productivity and replenish their physical and emotional capacity.
On the other end of the work model, equipping the office with natural light, relaxation zones, amenities, and natural elements like indoor plants can also help ensure emotional well-being by reducing stress and enabling employees to WorkWell whenever they are present in the office.
Max House
Optimising Your Office to Support Hybrid Work
Since the hybrid working trend is still in its nascent stages, there is no set of rules to do it right. But with more and more organisations joining the fray, the future of work seems to be hybrid. Some companies find a rotational model more suitable, while some adopt a 3-day office and 2-day remote approach, with organisations trying to find the right fit for their work model and workforce.
However, with this dynamic model comes the struggle of finding a suitable workplace that fits your needs and can also accommodate changing strategies.
That’s where Max Estates comes in. Our flexible lease plans and Zero Capex solutions help companies of every size enjoy premier facilities. Incorporating art and natural light in the design helps employees work efficiently and comfortably whenever they work from the office.
Art Installation at Max Towers
Customizable office spaces promote collaboration while providing areas where employees can think peacefully, and the inclusion of necessary daily amenities helps them relax and maintain a good work-life balance, even while working from the office. For instance, The Hub at Max Towers houses a salon, gymnasium and multi-cuisine food and beverage options like Chaayos, Diva Casa, Carnatic Cafe etc. to accommodate the varying requirements of the workforce operating from the development.
Geetanjali Salon at Max Towers
At Max Estates, all our properties are thoughtfully designed to enable teams to WorkWell. Every Max Estates development is well suited to adapt and evolve your unique hybrid strategy and our expert team will work with you to customise it on the ground.
Will you choose to embrace the future of work?
