Hybrid Workforce: How To Give Employees What They Want

The hybrid workforce is here to stay. Employers are looking to balance the needs and wants of individual employees with the needs and strategy of the organization.

Flexible working was on the rise before the pandemic, thanks to both employee demand and technology that makes remote work possible. Now, with better planning and collaboration tools, companies can leverage their post-pandemic hybrid workforce to everyone’s benefit.

In this article, we explore all sides of the hybrid workforce, from the employees themselves to how companies can best manage hybrid work and all team members going forward.

What is a hybrid employee?

A hybrid employee is one who toggles between both in-office work and remote work.

There are four hybrid work models, and as such, a variety of hybrid workers. Some will spend the majority of their time at the physical office, while others will work mostly from a home office and only come in for occasional meetings. Most hybrid employees will likely find themselves with a more balanced mix between working locations.

If their company has embraced agile working, hybrid workers will be completely in charge of when and where they work. More commonly, employees will be on a set schedule, relying on space management software and mobile apps to make room and desk bookings easier.

Ultimately, the hybrid workplace and the employee experience are intimately linked, with well-managed hybrid work arrangements leading to happier employees.

What is a hybrid workforce?

A hybrid workforce is a blend of different workers—strictly in-office workers, strictly remote workers, and workers who blend the two. In other words, the hybrid workforce is a mix of employees with different ways of working.

Most companies were forced to adopt some amount of hybrid work at the start of the pandemic. In doing so, they found that a hybrid workforce can be more productive and efficient than in-office workers. It can also cut back on real estate, business costs, and carbon footprint.

Studies have found that flexible working increases productivity by 4.4%, leading to increased revenue, among other benefits. This is why hybrid working is expected to remain popular for the foreseeable future.

The return to the office is now in full swing. As a result, companies are looking at how they can use better planning, organization, and hybrid workplace technology to make hybrid working work better for everyone.

Since hybrid is now the agreed “future of work,” companies should consider the needs and goals of hybrid workers carefully. The hybrid work model presents both pros and cons, so companies should introduce any new initiatives carefully, ideally after consulting with their team.

What do hybrid workers want?

Both employers and employees must fully embrace the hybrid work environment for it to work. Business leaders should pay close attention to what all workers are demanding post-pandemic.

Hybrid workers want flexibility

All generations in the workplace crave more flexibility. A Harris Poll survey commissioned by OfficeSpace assessed current feelings about workplace reopenings and the hybrid workforce model.

Surveyed workers were almost evenly split on whether they wanted to return to the office full time or maintain hybrid work. 51% of workers did not want to return to the office five days a week. Notably, 43% of workers said they would now consider leaving their job if they were forced to return to their physical workspace full time.

Clearly, for many workers, it’s hybrid or bust, which is critical for leaders to consider now that we’re in the ‘Great Resignation.’

All workers want safe workplaces

The survey also confirmed another key concern for all workers who use—or will use—the physical office at least some of the time: safety and well-being. 71% of workers wanted their employer to require proof of vaccination for office employees, and 70% wanted mandatory mask policies.

With new federal mandates requiring companies with 100 employees or more to test unvaccinated workers weekly, companies will need to prioritize health and safety. Features like Safeguard, Distancing Planner, and Office Neighborhoods can help companies and facility managers embrace these mandates simply. Ensuring workers are regularly checked for compliance can give everyone greater assurance around using the physical office. Tools that make social distancing easier keep everyone safe.

These new regulations do not apply to remote workers, which may further push companies to consider using more remote teams.

More collaboration benefits everyone

Hybrid and remote employees still crave collaboration. 75% of workers miss social time with their colleagues, and 71% miss in-person collaboration and meetings.

Zoom alone doesn’t quite cut it for many employees, which is part of the appeal of the new hybrid work model. With the right hybrid working tools, companies can give their workers the best of both worlds.

What challenges do companies face when employing a hybrid workforce?

A hybrid workforce is more challenging to manage than a traditional one, with more moving parts.

Poor visibility is often a hurdle for employees new to hybrid work. The ability to see who is in the office on any day can help hybrid workers plan meetings and collaborative work. Robust and easily accessible office management software can achieve this.

Company culture can deteriorate in a hybrid workforce when companies don’t take extra steps to foster collaboration and employee engagement. Extra steps may include implementing work environment types like office neighborhoods and activity-based working, which improve collaboration. Running effective hybrid meetings that work better for virtual teams can also help.

Without the right approach and tools, hybrid working can be an organizational nightmare. Companies should work hand-in-hand with facility managers to plan for and implement hybrid working properly.

Creating the ideal office for a hybrid workforce

Hybrid work is a balancing act for companies. They need to balance the reality of their corporate real estate portfolio with what their employees need and want, while keeping an eye on organizational goals and the bottom line.

All companies will share similar concerns, regardless of the hybrid system they choose.

• ​Managing cybersecurity for remote workers is challenging and often a hidden cost for hybrid work. Facility managers should collaborate with IT to ensure proper infrastructure and secure building automation systems are in place.
• ​Hybrid work demands new policies and management practices. Facility managers should work closely with HR to ensure policies and communication around hybrid work are clear.
• ​Most companies need office management software that integrates with existing communication tools like Slack, Microsoft Teams, and Google Calendar.

Assuming these basics are covered, creating the ideal office for a hybrid workforce will depend on the hybrid model adopted.

Traditionalist hybrid workforce model

Some companies, such as laboratories or organizations relying on apprenticeship models, are not well suited to remote work. These companies will likely follow a traditionalist model, maintaining mostly in-office workers and regular 9-to-5 hours.

Traditionalist offices can still adopt modern policies to improve workflow and productivity, such as office neighborhoods, agile working, activity-based working, hot desking, and reverse hoteling.

Since 60% of office space was underutilized even before the pandemic, these offices may want to use better space utilization. IoT sensors can provide a clearer picture of current space management and how it can be improved.

These companies may also consider whether certain positions or departments can embrace hybrid workplace models, even if the majority of their workforce follows the traditionalist model.

Architect and Nomad workforce models

Architect and nomad offices are experimenting with hybrid work, trying to find the right balance. Architects focus on reducing their real estate portfolio, while nomads focus more on employee concerns.

Both models can take advantage of similar tools to empower employees. Workers who don’t use the office every day may struggle with locating people and resources when they come in. Facility managers should implement good wayfinding systems with digital signage to make the office easier to navigate.

For example, Shopify uses Visual Directory kiosks to help improve employee experience for all types of workers and visitors.

It’s also critical that all employees, especially hybrid ones, have access to tailored software that makes it easy to book desks and rooms, as well as see who else has made bookings. Ideally, this software will also provide analytic data to facility managers, helping them understand how the office is being used and make informed decisions.

Pioneer workforce model

Pioneer offices give employees greater control over when, where, and how they work. Employees themselves determine how ‘hybrid’ they’d like to be.

These companies need to follow best practices for both in-office and hybrid workers, as they can expect a healthy mix of both. Real-time communication tools and increased cybersecurity are paramount. These workers benefit from better video conferencing, including Zoom meetings that integrate with their calendars and other software.

If any office requires a robust Integrated Workplace Management System (IWMS), this is it.

The future of office workers

Employee turnover is at extreme levels. Improving work-life balance and employee experience is an opportunity for companies to attract and retain workers.

The pandemic has created an opportunity to remake company culture. The future for office workers is one where companies take their demands seriously and create working arrangements that allow for more flexibility and autonomy, including more hybrid work.