Overnight, we all were forced to transition from being in the office daily to working remotely 100% of the time. Now, most organizations are struggling to find the happy medium between these two systems and unlock the benefits of hybrid work.
An effective hybrid work model entails an intentional mix of in-office, work-from-home, and remote work– emphasis on intentional. But, with no guidebook or established best practices, companies are left to guess what will be the most effective system for them. To create an effective flexible work model, companies need to address the unique needs of Employees, Managers, and Senior Leaders. Those who have a tool to collect data now will be in a better position in the future to use that data to make smarter decisions. This blog series will take a closer look at the needs and desired outcomes of each of these groups to see how organizations can maximize the benefits of hybrid work for people at every level.
Flexible work has overtaken salary as the top benefit for 65% of US employees. But, we know that most Employees don’t want to work remotely all the time. Actually, 88% of Employees want to spend some time in the office each week. Employees want to make the most of their time in the office, citing socializing and connecting as the most important reasons to work in person.
With the confusion that often results from haphazard hybrid systems, Employees can feel like they’ve been left in the dark. First, they may not clearly understand leadership’s expectations of them. What are the guidelines for where and when Employees are expected to be working? While we’ve all known the classic 9-to-5 schedule, times are changing, and Employees want to know how leadership’s expectations are evolving alongside. Second, there may be a lack of visibility for Employees into what their teammates are doing. Employees want to inform their own choices of where, when, and how they work based on their peers’ plans. A lack of transparency about the people they want to connect with limits Employees’ opportunities for valuable in-person experiences.
So, for Employees, their North Star in navigating hybrid work is flexibility with clarity. In terms of desired outcomes, this looks like…
1. Better work-life balance
With increased flexibility, Employees have the ability to manage their time in a way that suits them best.
2. Feeling connected to people + purpose with quality in-office experiences
Without hybrid work solutions like KettleOS in place, Employees may experience ‘anticipointment’ when they go into the office and find themselves alone, wondering why they bothered making the effort to commute to the office at all. With Kettle, Employees are able to gain visibility into when and where their teammates are working so they can self-organize, plan in advance, and be together when it counts.
3. Clear expectation management
Employees will no longer be left wondering, “Where should I be? Where can I be? Where do I need to be?” With a clear understanding of leadership’s expectations, Employees are empowered to work when and where works best for their needs within the established guidelines.
4. More frequent + meaningful in-person collaboration
Since returning to in-person work at least some of the time, many of us have felt: “It’s great to be back.” But we aren’t willing to give up our entire calendars for it. Kettle enables teams to come together to connect and collaborate with purpose, creating meaningful in-person experiences and transforming the office from an obligation to a destination.
It can be difficult and confusing to craft a hybrid work model that benefits all levels of your organization. At Kettle, we help you design a way of working that’s right for you so you can make your time together count.
Check out our post on How KettleOS Works for Managers to learn more about their unique needs and desired outcomes.