As seen in Forbes Technology Council...

The Covid-19 pandemic forced us to rethink how we do our jobs. After months of remote work, many employees were reluctant to return to the office and give up the benefits of working from home, from flexible schedules to no commute time. Employers, on the other hand, wanted to bring back the collaboration, brainstorming and mentoring that comes when people interact in person.

Some companies made returning to the office mandatory. Others have tried to find a hybrid model that captures the advantages of both remote and in-office work. These compromise solutions balance working from home with working in the office, either on specific days or on a flexible schedule set by individuals.

Remote and hybrid work models can benefit everyone. Research suggests workers are happier, more productive and healthier when they can work from home at least part of the time. Studies have also found that companies report remote or hybrid work schedules increase engagement, loyalty and retention, with quitting rates reduced by as much as 35%. Employers can also save money on reduced office space and utilities when people work from home.

How can organizations leverage remote or hybrid schedules to grow their workforce and attract top talent? Through flexibility, experimentation and making the in-office experience as convenient and appealing as possible.

Strategies For Success

When recruiting for remote or hybrid positions, companies should highlight employee testimonials in job postings. Showing that the company is thriving using that model, whether on LinkedIn or other recruiting websites, is the best indicator that it works.

Approximating the actual work environment as much as possible during the interview process is another effective strategy to grow distributed teams successfully. Simulations like live coding sessions or case studies let employers and potential applicants get a feel for each other and the work environment. Does the applicant have a fast and dependable internet connection? What is a day in the life of the company really like? That way there aren’t any surprises if an offer is accepted.

Scheduling regular in-person offsites or co-working sessions can encourage employee cohesion without making it feel like a burden. For example, employees could be required to attend sessions like hackathons every month or quarter, with the company covering all logistics and expenses. These events can be for everyone or just those in particular roles, such as developers or specific teams.

Companies should consider implementing variable work hours, compressed work weeks and flexible transition schedules that account for commute times to ease the transition back to the office. In some regions, staggered start times can help employees beat traffic and provide better coverage for the organization.

One of the keys in encouraging a return-to-office setup is defining a purposeful in-office experience. This involves knowing ahead of time what the plan is for in-office days, instead of employees coming to the office without a clear reason and just doing work that could have been done remotely—such as a Zoom call instead of a meeting. Planning ahead helps ensure time is best used by everyone involved.

Perks And Clear Expectations

Providing perks and conveniences for employees when they do come into the office can help make in-person work more attractive. Paid transportation and parking, free lunch and snacks, and flexible work arrangements can all make the transition smoother.

When it comes to getting employees back into the office, it’s important that employers establish clear processes and guidelines and consistent standards. Everyone should understand what expectations are regarding work hours and availability. Companies should also encourage regular check-ins with managers or team leads to help address concerns and provide support.

The shift to remote and hybrid work is permanent, as the pandemic has proven it can work effectively. The onus is now on companies to make the in-office experience compelling enough to attract employees back. There is no one perfect solution, but companies can increase their odds of success if they remove as much friction from the equation as possible.