—ILLUSTRATION BY RUTH MACAPAGAL
Let’s get down to the truth right away: Drawing from my extensive experience advising companies across the globe—from medium-sized enterprises to some of the largest corporations—I can confidently say that organizational productivity is invariably higher when employees work together in the office.
The reason for this is akin to why larger law firms with a multitude of mediocre lawyers often outperform much smaller firms composed of world-class attorneys. In larger law firms, the sheer volume of legal minds working in close proximity facilitates an environment of constant interaction and consultation. Lawyers can easily seek advice, discuss cases and bounce ideas off each other, creating a dynamic flow of expertise and problem-solving. This ongoing interactive discussion is key to their success, mirroring the dynamics found in any highly productive organization.
When people come together in a physical workspace, the output is invariably higher. However, we’ve reached a juncture where reverting entirely to this model is no longer feasible due to the evolution of the human resources (HR) landscape and work practices. The future is undoubtedly hybrid.
Understanding the hybrid work model
The hybrid work model blends remote and in-office work, offering flexibility while maintaining the benefits of physical collaboration. It has gained traction due to technological advancements and recent global events, redefining how organizations operate.
A hybrid approach offers flexibility, increased productivity and access to a broader talent pool. Yet, it also presents challenges such as maintaining company culture, ensuring effective communication and safeguarding employee well-being.
Leadership strategies for a hybrid model
1. Developing trust and accountability: Leaders should empower employees with clear goals and the autonomy to achieve them, fostering a culture of trust.
2. Leveraging technology: Utilize tools that enable seamless collaboration and communication, bridging the gap between remote and in-office workers.
3. Fostering an inclusive culture: Create an environment where all employees, regardless of location, feel valued and included in the company’s culture.
Employee well-being and development
Recognize the importance of mental health and work-life balance in a hybrid model. Offer professional development tailored to remote learning, ensuring continuous growth. Implement policies that support employee well-being, catering to both remote and in-office staff.
Embrace a culture of flexibility and continuous learning, encouraging employees to adapt to changing circumstances. Promote a mindset of experimentation and adaptability, allowing teams to innovate and refine processes. Celebrate achievements within the hybrid model to motivate and inspire teams.
Future-proofing your organization
Reimagine the office as a hub for collaboration and social interaction, rather than a mandatory work location. Design office spaces that cater to various work styles and encourage face-to-face collaboration. Strategically plan the mix of remote and office work to maximize efficiency and productivity.
Stay ahead of future trends in hybrid work, preparing your organization for what’s to come. Maintain organizational agility, ready to adapt to evolving work practices.
Communication and collaboration
1. Clear communication channels: Establish and maintain clear channels for communication, ensuring everyone is informed and connected.
2. Regular feedback loops: Implement regular feedback mechanisms to stay attuned to employee needs and concerns.
3. Promoting collaboration: Encourage collaboration through a mix of virtual and physical interactions, using technology to bridge gaps.
Practical examples of companies leading in the hybrid model
Many leading companies have pioneered successful hybrid work models, finding unique approaches that suit their organizational cultures and operational needs. Here are some examples:
1. Microsoft: Known for embracing flexible work policies, Microsoft has implemented a “hybrid workplace” model that empowers employees to work remotely up to 50 percent of the time. The company redesigned its offices to encourage collaboration and team bonding when employees are on-site, creating an environment that supports both virtual and in-person teamwork.
2. Spotify: Its “work from anywhere” policy provides employees with complete flexibility to choose where they work, whether from the office, home, or another location. This model has helped Spotify tap into a more diverse talent pool globally while retaining a strong collaborative culture through virtual check-ins, workshops and events.
3. Salesforce: It uses a “flex team agreement,” where teams decide how often they meet in the office. This flexibility fosters autonomy and supports productivity by aligning work arrangements with team goals and individual needs. Salesforce also redesigned its office spaces to focus on collaboration, with fewer individual desks and more team-focused areas.
4. Cisco: It has taken a holistic approach by focusing on employee well-being, engagement and mental health as part of its hybrid model. With regular check-ins, well-being initiatives and tools to support virtual communication, Cisco fosters a connected and inclusive work culture that meets employees’ needs regardless of location.
5. Google: Although initially known for its in-office perks, Google transitioned to a hybrid model allowing employees to work remotely part-time. Google has invested in remote work technology and introduced “collaboration days” to bring employees together periodically. They have also developed an onboarding program for remote employees to ensure they feel included and connected.
However, former CEO Eric Schmidt has publicly stated that this approach meant Google decided “work-life balance was more important than winning”. This confirms what I said in the intro: all at the office is definitely better than hybrid, but now it’s hard to turn back the tide.
Your five to thrive:
Practical steps for hybrid success
1. Embrace technology:
Invest in collaborative tools that facilitate communication and workflow between remote and in-office teams.
2. Foster inclusivity: Build an inclusive culture that values contributions from all employees, regardless of their work location.
3. Prioritize well-being: Implement policies and resources that support mental and physical health, ensuring a balanced work-life integration.
4. Redefine the office: Reimagine your office space to encourage collaboration and creativity, making it a destination, not an obligation.
5. Lead with agility: Stay adaptable and open to change, guiding your organization through the evolving landscape of hybrid work.
By focusing on these five steps, business owners and CEOs can effectively navigate the transition to a thriving hybrid work environment. INQ
Tom Oliver, a “global management guru” (Bloomberg), is the chair of The Tom Oliver Group, the trusted advisor and counselor to many of the world’s most influential family businesses, medium-sized enterprises, market leaders and global conglomerates. For more information and inquiries: www.TomOliverGroup.com or email Tom.Oliver@inquirer.com.ph.