Table of contents:
I. Essentials of Hybrid Work
What Is Hybrid Work, Exactly?
Hybrid work has been the hottest workplace trend for the past couple of years. It shifts our focus away from offices toward cooperation - after all, work is a thing you do, not a location you go to. Some businesses have been gradually transitioning to a hybrid work paradigm. Others accepted it as a necessary measure to cope with the coronavirus challenge in workplaces.
Hybrid work can be defined as an arrangement that combines working from home and working in the office. For example, employees may come into the office for meetings, orientations, team-building, or project kick-offs and interact with their coworkers in person. But they may also opt to work from home if their activities demand attention and concentration. Individuals may tailor their work weeks to the tasks they are involved in.
Both remote and in-office work have their own set of advantages, and hybrid work combines the best of both worlds. Implementing it in your organization enables your employees to complete their tasks in a setting where they feel the most efficient. Moreover, it is considerably simpler to manage office space when a company's personnel is split between the office-goers and home-workers.
Businesses around the world are shifting to hybrid work weeks so their employees can benefit from more autonomy and flexibility. It’s the values that people are looking for in all workplaces.
[Continue Reading] Hybrid Work Is the Future of Modern Workplaces
What Is a Hybrid Workforce Model, and How Does It Work?
A hybrid workforce comprises employees who work from home or any other remote location and employees who work in the office. In most cases, a hybrid workforce has the freedom to choose a preferred working arrangement, whether it's completely remote, completely in-office, or even half-time remote and half-time in-office. Therefore, employees who work on site, employees who work remotely, and employees who rotate between in-office and remote work are all part of a hybrid workforce model.
McKinsey & Company outlines six different models that represent a combination of on-site and remote employment. They are based on quantitative criteria such as the capacity to access talent, productivity (on an individual or team level), and real estate expenses (rental, property costs).
A fully remote approach and an entirely in-office model are the two extremes. Better access to talent or lower real-estate costs outweigh productivity in a fully remote setup, which might be harmed by the loss of regular face-to-face connection. Few organizations, on the other hand, would select a fully physical office model today, given that most of their workers want flexibility to maintain their work–life balance. We've learned through pandemics that being present doesn't necessarily imply being more productive or efficient.
Most businesses will fall somewhere in the center, adopting the new hybrid workplace paradigm. When constructing a hybrid work model, you must consider the proportion of people who work remotely and how often they do so. If, for example, 80% of your employees work remotely just once per week, they are likely to obtain all of the social contact and connection they need during the remaining four days in the office. In this scenario, a partially remote model with large HQ would suffice.
The obstacles to cohesiveness are getting bigger if a third of your staff work remotely 90% of the time. Such distant workforce will lose out on social engagement with the rest of the team, as well as the resulting cohesion and cultural belonging. To prevent this, you need to bring these remote employees into the office more often. In this case, the multiple hubs or micro-hubs arranged as hybrid workplaces would be a preferable option.
The sixth option is a partly remote work model with flexible workspace, which entails renting a location for occasional meetings and collaborations. It gives you complete access to talent, but it doesn't ensure long-term connectedness or cultural belonging. Furthermore, the cost of real estate might vary, causing insecurity.
Regardless of the hybrid workforce model you pick, the choice is based on the parameters you're maximizing. Is it the expense of real estate? Is it the level of employee productivity? Do you have access to talent? Consider all critical factors before diving in.
II. Hybrid Work Schedule
What Is a Hybrid Work Schedule, and How Does It Work?
A hybrid work schedule combines a typical nine-to-five timetable with flexible hours and location. Together with the hybrid work model, it has become highly popular, as it allows businesses to request their employees work at certain hours while enabling them to arrange their daily duties more freely.
Allowing workers to choose their own working hours and pick where they wish to work may seem hard. You can, however, make your life and that of your team more flexible, balanced, and productive with the correct tools and methods.
Examples of Hybrid Work Schedules
There are as many types of hybrid work schedules as there are organizations. The following are some of the most common ones:
The Split Schedule (Two/Three)
The most common hybrid work schedule is the two/three split schedule, which allows employees to work two days from home and three days in the office (or the other way round). However, this type of schedule normally doesn't provide a lot of flexibility, and it's more of a compromise than a true employee perk.
The 50/50 Schedule
This hybrid work schedule enables people to spend half of their week working remotely and the other half in the office. The 50/50 schedule allows employees to socialize while working and at the same time, improve their time management skills. But it can also be challenging, especially if your team members are located in various time zones or if your hybrid workforce is very small.
The Remote-First Schedule
One of the most hybrid work schedules is the remote-first schedule, which enables hybrid employees to work from home as much as they desire. Those who want to come on site may use the office space, but the majority considers themselves to be remote workers.
The Cohort Schedule
This may seem to be a more difficult way of scheduling, but it gives businesses more control over who works from home and who comes to the office (and when). The cohort schedule entails dividing your employees into different groups and rotating them between on-site and remote work.
The “Pulsing” Schedule
The “Pulsing” hybrid work schedule, also known as “staggered”, may not be the most common, but it is undoubtedly one of the most intriguing. The “pulsing” work plan is similar to the cohort schedule, but the primary distinction is that cohort schedule employees arrive at work at the same time, while “pulsing” schedule employees do not. The benefits of this dynamic way of scheduling include optimized office space utilization, employee flexibility, and awareness where your team works on any given day.
As the name implies, employees are in complete control of their hybrid work schedule. There’s no place for micromanagement here: everyone in the organization is in charge of their own schedule arrangements.
This hybrid work schedule is ideal for employees who want some assistance with time management. Typically, supervisors guide their subordinates as far as the hybrid work schedule is concerned, but the individual retains the final decision-making authority.
Advantages of the Hybrid Work Schedule
Clearly, the hybrid work schedule would not have attained such widespread acceptance if it did not provide significant advantages. Here are some of its most significant benefits:
Improved Work-Life Balance
Employees who are able to work where and when they feel the most productive can achieve a better work-life balance than their counterparts with nine-to-five in-office schedules.
Better Inclusivity in the Workplace
Companies that operate in a hybrid work setting can recruit employees from all around the world. Not restricting yourself to a geographical location can expand not just your talent pool, but also your team's cultural diversity.
The Possibility of Face-To-Face Meetings
In contrast to fully remote teams, employees in hybrid organizations may meet in person if necessary. When the "real life meetings" option is offered, hybrid workers feel more involved. It adds up to more inclusivity in the workplace.
Putting Employee Safety First
Employee safety should always come first, and the COVID pandemic has taught us all a valuable lesson in this regard. In the case of disease outbreaks, political unrest, or conditions that jeopardize your team's safety, hybrid employment enables you to be more flexible.
Working from home is attractive to many, but it can also be quite isolating. In a hybrid work setting, employees can go to the office when they need to mingle and work remotely when they'd rather do their job on the sofa in pyjamas.
Shorter Commute Time
Nobody enjoys spending time on lengthy journeys (or short ones, for that matter). Hybrid work cuts down lengthy commutes, giving employees more time for productive work or simply the things they like to do.
Greater Flexibility and Adaptability
Hybrid employment increases job satisfaction and minimizes the risk of a burnout by enabling people to pick their own work schedule as well as which days they wish to come into the office.
The productivity of remote workers varies greatly from one individual (or company) to another. Hybrid work schedules, on the other hand, allow everyone to work from wherever they feel most productive.
III. Transition to Hybrid Work
How Can You Persuade Your Staff to Accept the Hybrid Working Model?
All employees, no matter where they work, want the same things:
- They want to improve
- They want to be listened to
- They want to be paid adequate
- They want to have a goal
- They want to be independent
Organizations that can ensure all of the above excel in building strong workplace culture and increasing efficiency. Moreover, employees whose expectations are fulfilled tend to be more inclined to support their employers in different causes, whether it’s office improvement, hybrid work, or a whole reorganization.
So, how to get employee buy-in for the hybrid working model in your organization? By prioritizing their well-being. Here are a few important aspects to remember:
Make Hybrid Work Exciting
If employees aren't enthusiastic about the hybrid working model, it will be difficult to keep them on board. That's why generating eagerness to work in a hybrid way should be your top priority. Make a public statement, publish on social media, openly discuss the advantages, ask for feedback - whatever it takes to get your word out there and get people excited about what you're doing.
Prepare Your Employees to Work in a Hybrid Environment
Once the enthusiasm is there, the following step is to prepare your staff for what's next. Tell them precisely when and where they'll be working. In other words, set up clear and transparent hybrid working schedules.
Use Employee-Centric Workplace Technology
Technology can assist you in making the shift to a hybrid workplace as painless as possible. There are several tools you can use to ensure that your staff can concentrate on what they do best: from project management or meeting room booking software to the gadgets you equip your workplace with.
Demonstrate That Employee Contributions Matter
It is crucial to show your employees how their efforts make a difference, particularly if you're introducing hybrid work for the first time at your organization. Employees will feel that they are making a difference rather than merely swapping work locations.
Make Employees Feel Safe in the Workplace
COVID-19 is still very much alive, whether we like it or not. Even if many people have been vaccinated, the danger of catching the virus still exists, so it's understandable that many employees would be hesitant to return to work.
Ensure that your workplace adheres to all social distancing and sanitary precautions required to give your teams peace of mind. Small actions like this have a big impact on employee satisfaction (and productivity).
Become a Good Leader
People are always more inclined to support new ideas if they like the people in charge. When it comes to workplace changes, learn how to be the leader your team needs, and they will always have your back.
Getting buy-in on new working arrangements from your employees is difficult but definitely worth a try. Moving toward a hybrid working model can be the greatest thing you can do for your team and your organization.
How Transitioning to a Flexible Working Style May Help HR and Facility Managers
Flexible Working System Benefits for HR Managers
Bringing additional flexibility to the workplace can benefit Human Resource managers in many different ways. Here are a few most important ones:
Increased Employee Retention
Flexible working arrangements may help HR Managers to recruit more motivated and highly skilled personnel and increase employee retention in their organization.
Flexibility may save you money. For example, if most of your employees work from home, they don’t have to commute. This means that your organization can save by reducing the number of owned/ rented parking spaces.
Higher Employee Satisfaction
Flexible working arrangements make employees happier and more motivated. For your organization, high employee satisfaction means smaller turnover that leads to lower recruitment costs.
Improved HR Metrics
Flexible working arrangements may aid in the improvement of HR KPIs such as absenteeism rate, overtime hours, and talent satisfaction.
Positive Workplace Culture
Flexible work model may help you strengthen your company's culture and principles. Although it may seem contradictory given that colleagues spend more time apart, hybrid workplaces are so popular because they can offer everyone their ideal working environment.
Better Work-Life Balance
One of the most significant and well-known benefits of flexible working is that it allows workers to attain a better work-life balance by allowing them greater freedom.
Expanded Talent Pool
When it comes to recruiting talent, not being bound by geography may be a huge plus for your HR department. After all, you want to recruit and keep the finest employees, and flexible working enables you to find applicants from all over the globe.
Flexible Working System Benefits for Facility Managers
Flexible working solutions can provide a lot of advantages for Facility Managers, including:
If employees work from home, you will save money on office space, furniture, and other office supplies (water, soap, and so on).
Flexible working model allows your staff to work from a variety of places, minimizing the requirement for offices in large corporate buildings.
Easier Office Maintenance
It's one thing to put together a great workplace. Keeping it modern and entertaining, on the other hand, is quite another matter. However, if your employees have the choice of working from home, you'll be less likely to spend time, effort, and money on office upkeep.
COVID-19 has changed our perceptions of "workplace safety," among other things. Switching to a flexible working system may help you comply with new safety rules by enabling you to create socially separated office areas, reduce office capacity, and provide workers a sense of security when they come to the office.
Is It Time for Your Organization to Become Completely Remote?
Remote or On-Site Work: Which Is the Better Option?
No one can tell you whether remote or on-site work is better for your organization, because no one has a crystal ball to tell you what will resonate with your employees. Therefore, your team members are the ones who can answer this question best. Asking them would be a good start toward finding the right working model.
Statistically, opinions are divided. According to a recent poll, most employees believe they cooperate better when they are working remotely rather than on-site. At the same time, just 57 percent of fully on-site employees and 64 percent of fully remote workers believe they get constructive input (as opposed to 71 percent of those who work on hybrid models - drum roll, please!) according to the same survey.
Hybrid Workplace: The Best of Both Worlds
If individuals can't agree on whether they want to work from home or in an office, hybrid work - the best of both worlds - is the only reasonable answer. Hybrid workplaces allow employees to achieve maximum productivity in the location of their choice.
Fully remote model
Fully on-site model
Hybrid work model
Heavily depends on employees and the collaboration tools they have.
In most cases, smooth, efficient, and straightforward.
Team leaders can think of different collaboration solutions depending on the preferences and characteristics of their teams.
Depends on the employee.
Depends on the employee.
Allows employees to work in the environment where they feel the most productive.
Definitely a win!
Definitely a loss (unless you enjoy long morning commutes).
Brings flexibility to everyone.
Geographical restrictions exist.
Both local and global.
Real Estate Costs
None (unless you provide employees with financial support to set up their home offices).
High to remarkably high, depending on the city.
Moderate and, most importantly - flexible.
Safer for everyone.
Not so safe, especially during COVID-19 surge seasons.
Flexible enough to allow everyone to easily switch to full-remote in case the sickness rate rises (we all hope it won’t).
The “Human Element”
It works, but there is a lot of room for improvement.
Too much coffee maker banter, although fun, can be unproductive and clique-generating
Offers everyone flexibility to be as social as they need to be when it comes to work.
IV. Workplace Software and Hybrid Work Tools
Defining Workplace Technology
Let's start from the basic definitions: what exactly is workplace technology?
In a nutshell, workplace technology refers to the tools required to manage your workplace at any given moment. Workplace technology has become a vital part of the office culture over the last several years.
It is workplace technology that enables organizations to have the flexibility they need to run their operations successfully, whether via cloud-based project management systems or platforms that improve workplace communication. Your company's workplace technology stack should include intranets and extranets, CRM systems, project management tools, space management software, and other technologies that will help your hybrid work model succeed.
Why Technology Is Important In Hybrid Work Environments?
Technology plays a critical role in bringing people, places, and projects together in the workplace of the future. It offers both practical assistance and inspiration in a hybrid workplace where employees have the option to work from any location.
Workplace technology is undoubtedly relevant in both hybrid and non-hybrid environments. However, when some employees work on-site and others work remotely, the technology you utilize to keep everyone connected becomes even more critical.
Factors You Should Consider When Choosing Workplace Technology
Factors You Should Consider When Choosing Workplace Technology
When it comes to workplace technology, Facility Managers, Human Resource experts, and Heads of Operations are fortunately spoiled for choice. But how can you know you're getting the greatest technology tools for your company? Here are some aspects you should think about:
The software you chose for your business should be simple to use. You don't want anything too basic that restricts your employees’ capacity to fulfill their responsibilities, and you surely want to avoid intricate and confusing tools.
To put it another way, office technology should have a healthy balance between simplicity of use and efficiency. It shouldn't need substantial training for your staff to use it effectively, it should connect readily with your current tools, and it should assist your business function efficiently without making your work environment unpleasant.
There is no such thing as a tool that exists in a vacuum. For your workplace to function, the multitude of your office technology tools must be interoperable and work together.
If workplace technology isn't interoperable, it's worthless, and you should get rid of it as soon as possible, since it will waste more time and effort, as well as increase the risk of human mistake across your company.
Quality Support and Accessibility
Workplace technology should be backed up with excellent support. Technical issues might arise at any time, and the provider you choose must be able to assist you when it happens. In other words, for your office to function well at all times, you'll need a competent tech provider ready to give high-quality support.
Apps For Mobile Devices
Mobile apps aren't simply "nice to have" any more. They are necessary for the proper running of almost any kind of company (and thus, any kind of workplace tech).
There's a reason why office chat apps, document sharing apps, task management tools, and calendars all have mobile apps - it's because they're helpful and necessary. In fact, if you implement a workplace technology solution that doesn't accommodate your employees’ requirement to use it on the go, your company will never be at its best.
Capabilities in Reporting
The world revolves around data. Because of that, your workplace technology must be able to deliver data insights that will assist you in determining how well your workplace is doing, what needs to be improved, and what possibilities lie ahead.
Your workplace technology should also be able to scale and adapt to the changing demands of your organization. It should evolve with your company so that it never gets obsolete and you never have to replace it.
Last but not least, price undoubtedly is an important factor to consider before making a purchasing decision. However, it should not be the primary consideration, as the cheapest option on the market may turn out to be inefficient. At the end of the day, you want every workplace management solution to generate return on investment.
Hybrid Workplace Software: Should You Buy It or Build It Yourself?
You need hybrid workplace software, you know what hybrid workplace technology features your organization needs. The only question left to answer is… should you buy it? Or maybe… build it using expertise inside your organization? Both alternatives have their own set of benefits and drawbacks.
Here are some of the very fundamental questions you should ask yourself before making a decision:
- How much will it cost you to construct your dream software from the ground up (both in terms of time and money)?
- What will it cost to purchase software that meets the majority of your requirements (i.e., a feasible solution)?
- How much will it cost to keep both options running for the next five years?
You can design hybrid workplace software solutions from scratch if you are willing to spend a significant amount of money and time and can wait until you can really utilize the software. If you don't have the funds for this right now but want to get on board with the hybrid workplace model as soon as possible, purchasing a ready-to-use hybrid workplace software is definitely your best choice.
Consider the following questions before deciding whether to purchase or construct your own hybrid workplace solution:
- What exactly do you want the software to do?
- Is there, currently, a product on the market that can meet those requirements?
- Is your team capable of designing software to meet your demands?
If you answered "yes" to the final question, think about how much money and effort you'll have to put into it. As previously said, you should understand the significance and magnitude of this project before building your own hybrid work app.
The Speed of Deployment
Purchasing hybrid office software is the way to go if you want a rapid solution that will readily integrate with your current systems. Choose the "make your own" method if you can afford to wait until you can use the hybrid work software.
However, you should also consider if it's genuinely worth it to wait this long and lose out on all the benefits that software like this may provide.
Consider the Security of Hybrid Workplace Software
There are several advantages to using hybrid workplace software (as you have probably learned by now). If, on the other hand, you're working on a software solution for your hybrid workplace and you overlook or neglect the security components, you're exposing your firm to a slew of cybersecurity threats.
Ready-made solutions have built-in security features that help you keep your data and workplace environments safe, both from a cybersecurity and human health standpoint.
V. Hybrid Workplace Trends
Is Hybrid Work a Good Idea for Working Parents?
Hybrid work is a framework that allows people to perform part of their tasks remotely and part in the office. This implies that employees may work in both conventional (offices) and non-conventional workplaces (home or public spaces such as coffee shops). When it comes to hybrid work, the distinctions between various kinds of workplaces are often blurred.
The core of the hybrid work approach is to provide employees the flexibility to accomplish their jobs in whichever manner makes sense to them. This allows people to work where they are most comfortable, enabling them to mix standard and non-traditional workplaces, as well as traditional and non-traditional working hours (and vice versa).
Employees may select from a variety of workstations and workspaces. Furthermore, hybrid work is usually combined with the notion of "flexible work," which indicates that, based on corporate standards, employees may select when they wish to work (along with the location from where they want to work).
Working parents will like this since it allows them to plan their work schedules around their children's schedules, schoolwork, and activities. The beauty of this structure is that employees may change their work to meet the needs of the organization while still getting things done. They may also drop their kids off at school and pick them up when they complete their homework while still getting to work on time.
Unfortunately, as appealing as hybrid work may be, it is not a panacea for ensuring that working parents in your organization achieve a work-life balance. Yes, parents want to be able to work from home (with two-thirds of them admitting that this plays a very important part in how they feel at work). However, this may not be sufficient, and as a business, you should seriously consider introducing other workplace initiatives to maintain a diverse and inclusive environment.
Discover More Hybrid Workplace Trends in the Raconteur Hybrid Work Report
Companies are confronted with more questions than solutions as they enter the age of hybrid work:
- What are the advantages and disadvantages of entirely remote, hybrid, and office-based work?
- What personal and organizational tools assist workers in being effective regardless of location?
- Has the formal workplace dress code been abolished as a result of working from home?
- What are the advantages of hybrid employment for handicapped people?
- Are we all going to be digital nomads?
The research combines a broad amount of data with first-hand observations from seasoned workplace leaders and innovators to shed light on the future of work. Learn how to succeed in the hybrid work era by embracing a flexible workplace, keeping people happy, and embracing a flexible workplace. Get your copy today!
VI. Best Practices for Hybrid Work Models
Is a Four-Day Work Week a Good Fit for You?
It takes some courage to embrace a whole new style of working and to question the old idea that success is proportional to the amount of hours worked. If you are looking into implementing a four-day work week, we have some practical suggestions for making this new style of working... work for you:
Define your goals
Make sure you create, set, and communicate clear objectives that can be met in a short amount of time. Emphasize that productivity remains a top priority in your organization. Once everyone understands this, they'll begin to concentrate more on delivering outcomes rather than tracking working hours.
Recognize and Address the Needs of All Employees
Understanding your employee demands as you attempt to find out if you have the means (and ability) to give this sort of workplace flexibility and support a 4-day work week is one of the most difficult issues.
While doing your investigation, you may realize that switching to a compressed schedule is not advantageous inside your organization.
Experiment with the Compressed Work Schedule
A 90-day pilot program is often enough to find out how to make a four-day workweek work for you.
Request Feedback from Your Employees
Or, to put it another way, develop and improve your new working schedule together with your employees. Allow them to participate in creating a compressed work schedule that is both satisfying for them and beneficial to you.
Don’t Forget Part-Time Employees
You may face problems as you begin to create your new rules and procedures, such as managing peak hours, client requirements, and other operational demands.
Consider staggering work schedules to deal with these issues: part-time workers employees might just be the answer you've been looking for.
To make your reduced work week model a success, combine all of these suggestions with clear communication and effective leadership.
Equitable Hybrid Workplace
Companies who want to use a hybrid model should start with equitability in mind. To begin, managers should weigh the benefits and drawbacks of working on-site vs working remotely. This will aid in identifying first areas for improvement. Consider applying the following principles to help you get started in creating a more equal work environment:
Flexible Work Schedules
The freedom that remote work provides is one of the most important advantages. Consider giving individuals who work in the office a more flexible schedule to help them acquire a better work-life balance. Encourage additional breaks during the day, such as flexible lunch breaks, to increase fairness while increasing productivity.
Many companies provide team-building events in an effort to foster a healthy business culture and engage their employees. While these are often in-person experiences, providing remote team building opportunities may help you build hybrid equity. For example, invite employees to connect over non-work-related chats during virtual "happy hours." It may foster trust and communication amongst coworkers in addition to ensuring an equal workplace.
Provide Child Care Assistance
Parents make up a major share of the global workforce, and juggling childcare and work may be difficult. As a consequence, many businesses now provide on-site daycare. Those who work remotely are often unable to take advantage of this possibility. But even when remote employees are at home, they cannot work and care for children at the same time. To address this, employers might provide a childcare stipend to WFH workers. This guarantees that all employees get the same advantages and have enough time to balance their work and personal life.
(Remote) Group Lunches
Many workplaces give complementary lunches to their employees on occasion, most typically during meetings. Rather than removing this perk to guarantee parity, make sure that individuals who join remotely also have the option of receiving lunch. This assures that everyone receives the same pleasant gesture in appreciation of their efforts.
A distribution of power is another important approach to guarantee equality. It's vital to provide remote personnel access to high-profile initiatives in addition to local staff. This shows employees that they are valued equally as those in the office, regardless of where they work. Additionally, encouraging supervisors to work remotely on occasion might assist to normalize remote work. This will show staff that embracing the hybrid approach is possible without jeopardizing leadership or accountability.
Focus on Communication
Communication is an important part of a productive workplace. Equal communication amongst all employees is one of the most effective strategies to increase equality. When leaders provide critical information, they must do it without giving onsite personnel special treatment. It may be easier to disseminate information to office workers and then expect it to reach distant workers, but this puts them at a disadvantage. Instead, make sure that everyone gets the same information at the same time, either by email or a virtual conference. This guarantees that all members of the organization get clear and accurate communication.
eBook about Hybrid Work
What happens when you've concluded that the office is ready to reopen? Employees may be divided into two camps when it comes to the future of work: those who want to work from home forever and those who miss the office. Workplaces have begun to employ a hybrid approach in order to strike the proper balance. The issue is whether it can be sustained as the new normal for the office's future in the long run.
The answer is yes, with the correct attitude and skills. The hybrid work model doesn't have to mean keeping a portion of your employees in the office full-time and allowing everyone else to work from home. The hybrid model is all about flexibility, and the hybrid work week is the ideal way to do that. Taking the hybrid office idea a step further, team members may change their work environment during the week. This implies that an individual may pick how many days they want to work at an office and how many days they want to work from home. This is the secret to a productive workplace.
Our 7-Step Success Strategy
In this eBook, we'll show you how to not only make your staff feel at ease and enthusiastic to return to work, but also how to transform your workplace into a place of flexibility, creativity, and safety. The eBook is divided into seven sections:
- Returning to the office
- Building a hybrid work model
- How office managers and HR professionals can transform the workplace
- Technology as a way to a safer office
- How to make hot desking work for you organization
- Office utilization metrics that matter
- How to create an employee-centric workplace