The COVID-19 pandemic caused a major shift in where we work. For the past year, most of us worked from home.
As vaccination rates rise, executives are thinking about the next big transition.
There is consensus that “hybrid” will become the dominant work style for most knowledge workers. Companies are planning for the move from remote to hybrid work in many different ways. Here are some examples:
“Google will be more “flexible” with its workers and offer a “hybrid” model that will include a blend of both remote and in-office methods of working.”
“Microsoft expects a partial work-from-home schedule to be routine for many of its jobs. Half of the company’s workforce or more could take advantage of flexible work arrangements.”
“Adobe plans to allow employees to work from home up to two to three days a week, with staffers able to make reservations for office desks.”
“Prudential expects most of its roughly 42,000 employees to work in the office half the time starting after Labor Day.”
“A majority of Ford Motor’s roughly 86,000 employees globally who haven’t returned to work yet are expected to start doing so this summer through a new hybrid work schedule.”
“In the long-term, Target will move toward a hybrid model of remote and on-site work, allowing for flexibility and collaboration and ultimately, requiring less space.”
“Servicenow will have a hybrid workplace policy with employees having the option to work remotely or in the office.”
Many argue this transition will be even more complex as companies’ (and even individual teams’) action plans will be less uniform:
“We won’t prescribe from a company level. Based on the type of role you have, you’ll find that right balance.”
“How much an employee will be able to work remotely will be based on their job responsibilities as well as discussions with managers.”
One theme we have been consistently hearing from team leaders is that regardless of how exactly the hybrid work will be set up, there will always be team members whose expectations haven’t been perfectly met.
The software company Twilio and other employers even anticipate that the new era of work could lead to shuffling between teams, with staffers gravitating to bosses who embrace their preferred styles of working.
Empathy, feeling of connection and trust in teams has never been more important. In the upcoming updates, we’ll be sharing best practices and practical ideas to help your team navigate the forthcoming changes in how we shift from remote to hybrid work.