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Recently, I've been asked about the impact of hybrid work arrangements on company culture. My answers to two frequently asked questions are below. Note that these are my own opinions and that there isn't a single approach that works for every hiring manager or organization.
Hybrid work arrangements can boost employee engagement by demonstrating to them that their experience within an organization is a critical priority for that organization. Those companies that are both willing and able to use this flexible approach to scheduling may have an advantage in the increasingly competitive battle for the best talent.
Companies have been forced to change over the last year or so, and employees have demonstrated in many cases that they CAN thrive in a culture that provides flexibility. Granted this change was not an actual choice in many cases. Carrying forward the benefits and demonstrating a strong commitment to and trust in employees can result in a stronger culture and increased productivity. There is the potential for increased engagement, job satisfaction, career opportunities, and reduced cost. It is also easy to take all this for granted, which is why communication and effective leadership must play an even more critical role as this “new work culture” evolves.
The physical office is now potentially more important and useful than ever as it may result in greater focus, innovation, and in some cases, increased sociability. Hybrid workspaces and flexible layouts may contribute to increased collaboration, stronger results, and reduced turnover; flexibility and trust go a long way toward establishing a great culture and employee experience. The new challenge is to create a strong culture within an organization where flexible arrangements cannot work for all occupations, so innovation, communication, and relatability can be even more influential in establishing a positive and inclusive culture.
Let’s consider a quick reference to CULTURE:
Communication
Understanding
Leadership
Unity, and a sense that “we” all matter
Relatability
Engagement
With hybrid work arrangements, culture and/or cultural perception within organizations will most likely be tested, with effective leadership continuing to be of critical importance. In my opinion, strong cultures that have considered the true value of their employees will flourish and realize increased benefits across the business.
There will still be some challenges and demonstrating a willingness to be flexible in the face of these challenges sends a strong message to employees. Establishing new protocols, processes, and expectations will be critical to encouraging the best performance from employees while demonstrating how and why this is critical to the business. The potential risk is more with leadership not supporting the flexibility and thereby losing the benefit of increased engagement and buy-in from employees.
It has been more than a year at this point during which companies have utilized virtual or hybrid work arrangements during which there have been challenges that hopefully companies have been addressing positively with no “playbook.” In situations where working remotely or in a hybrid environment is not practical, it may make sense to develop incentives, workplace/schedule flexibility, and other perquisites to drive engagement and demonstrate appreciation for the value of employees, which is critical to the service, culture, bottom line, and long-term health of the business.