The rise of hybrid work policies

Brendan O'Neil
Brendan O'Neil

The last four weeks we’ve seen companies like Salesforce, Spotify, Coinbase and Wise (TransferWise) announce hybrid and flexible work policies. While organizations are increasingly making the shift to a hybrid/flexible office we know that half of people would quit if their current organization didn’t offer that flexibility. 

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Your team is likely looking for clarity as to what your company’s plans are when it comes to a work policy designed for 2021 and beyond.

Employees need clear guidance on on how and where they’re expected to work long-term

As vaccinations continue to progress, local guidelines are relaxed, and larger organizations start to publish their policies, your team will start to ask for clarity internally. Throughout the pandemic, people have migrated to different regions (or even countries) while working remotely, many permanently. Not only will your policy have implications on the organization (taxes, for example) 

Questions to keep in mind: 
  • How are we defining our work policy? 
  • What different profiles of “work styles” do we need? Example: Fully remote, Partially remote (some days in the office), Full-time in office
  • How do we make it as clear as possible for the organization?

If you wanted an example, here is how Hubspot is handling it.  

Prospective talent will be looking to your policy to determine if your company is a good fit

Flexibility is becoming a sought-after perk for top talent. Having an unlimited vacation is one thing, but the freedom to choose where you work on a given day is becoming a similar expectation. In a competitive market, it’s important to make sure talent can easily and quickly understand what your policy is today and where it’s headed. Consider sharing your policy in high visibility areas like on your career page and in job postings. 

Considerations to get started with a hybrid work policy

Even if you don't have a plan for HOW yet, you will need an answer to "Are we allowed to..?" for talent applying to open roles. The more specific the better, and we've compiled a few considerations below to start you off.

  • Get a pulse check from employees to make sure the policy is a good fit for their needs.
  • Ensure your policy is clearly communicated to all employees prior to rolling out a plan to return to the office. 
  • Posting a policy publicly will help prospective talent identify if your company is a good fit.
  • A hybrid work policy provides options for employees which helps  reduce attrition and increase retention. Here’s an example of Robin’s hybrid work policy as listed in a new job posting:
  • Full support for hybrid work: You decide when to work from home, or in the office.