Hybrid Work Policy or Not, The Office is Back

Some call it in-office mandates, others say guidelines. You may call it hybrid work policies. Or even suggested days in the office. 

We call it reality.

There is no blueprint for when and how to use the office. Many companies are moving away from fully remote work, but workplace flexibility continues to be important for employees.

As we move into this new era of work, there are leaders who want to offer total flexibility, while others desire more consistent office usage. No matter your strategy, workplace leaders must clearly communicate plans to employees, and regularly check in with them on how it’s working.

Our goal at Robin is to support hybrid workplaces and strategies as they shift, and partner with  leaders as they navigate the evolution of work.

The Go-to Solution for Supporting Hybrid Work Policies

Today, we added a new way for leaders to clearly communicate their in-office work policies, and for employees to track their own progress – right where they’re already planning their workweeks. This eliminates guesswork associated with hybrid work policies, allowing employees more easily understand what’s expected of them, and for workplace leaders to get the data they need.

We’re proud to effectively support all approaches to hybrid work policies – adherence to office mandates, or even suggested days in the office, shouldn’t be a headache for anyone.

Communication of your policy and visibility into when employees come to the office can help your people get past the “analysis paralysis” they may feel when trying to make hybrid scheduling decisions. This is the type of hybrid work planning that allows high-performing teams to excel, no matter your company's approach to office usage.

Hybrid Work Policies & Mandates: Solving the Workplace Dilemma

As you consider policies unique to your organizational goals, think about the following:

1. Create in-person policies with intention and consideration

We know that workplace leaders want people in the office for a variety of reasons, from justifying and optimizing space usage to (re)building company culture, to improving employee performance. The office still serves a purpose – for collaboration, mentorship, productivity, friendship, executive face time and so much more.  

And, when you consider that 73% of employees report that they would go to the office more frequently if they knew their direct team members would be there, getting people into the office shouldn’t be so challenging – but it often is. 

Whatever you decide, back up your workplace policy with:

• An office people actually want to go to. Make it a place for connection and productivity
• Your method for reaching the hybrid work arrangement you did. Think: surveying employees or reviewing industry trends
• Clear reasons, which you share directly with employees. If you want them to be there, tell them why (making sure to include the benefit to both you and them)

2. Take the guesswork out of your hybrid working policy

Don’t make your people wonder about when you expect them to be in the office. Even the best-intentioned workplace leaders will find themselves with confused teams and empty spaces without some kind of structure. By clearly defining your hybrid work model, you give employees the confidence to work within those guidelines.

Make hybrid work as simple as possible, creating processes so seamless that interacting with the office becomes second nature. The right tools help, with 65% believing they would be more productive if they had better technology at their disposal. 

3. Don’t write your office policy in stone – be ready to adjust

Keep up with your employees on their time in the office, asking for feedback regularly. 

• Is the office space you have working for the diverse needs of your teams? 
• Are there ways to optimize your spaces? 
• Do employees find their time in the office beneficial? In what ways? 
• Do your people need more flexibility than currently offered? Why?

Then, just as importantly, deliver workplace insights to leadership and your employees as you see fit. If you see that sales are closing more quickly or your employee engagement scores have gone up since your policy went into effect, share that information.

Don’t dump data on your employees once a quarter after a board meeting – share results and how you plan to adjust on a regular basis.

Remember: Hybrid Employees Benefit from Best of Both Worlds

As more companies require specific in-office guidelines, Robin now arms employees with the information they need to make informed decisions related to their hybrid schedules. 

But, even as this evolution continues, remember this: the purpose of hybrid work is to provide the benefits of both remote work and in-person experiences, while minimizing the downsides.

Remote work offers access to uninterrupted focus time that can be tough to come by in offices, and the traditional office setting opens up collaborative opportunities that just aren’t possible at home. A hybrid working policy gives hybrid employees both work life balance and moments of collaboration and connection.

It can be easy to forget that a hybrid working environment was always meant to give teams the best of both worlds. 

Ready to learn more? Download this report or sign up for a demo.