This weekly twork* is part of our series to make work better together - get it direct to your inbox.
Remote work is more than just a trend. If you are a regular reader of our weekly (somewhat) ‘Tworks’ here at A Better Work you’ll know we are huge advocates of flexible and hybrid working (when done correctly) and the many benefits that go along with it, such as improved access to remote communities - including women, people of different ethnicities, and those with different abilities. This inclusivity is essential for creating a vibrant and dynamic workplace.
The benefits don’t just end there as remote working can lead to increased productivity and a more satisfied workforce.
With so much talk about returning to the office, it’s important to really think again before mandating employees back to the office, companies may just find “You can force employees to come back to the office, but not the good ones!”
Why return-to-office (RTO) mandates are counterproductive
Forcing everyone to return to the office often backfires and so many companies are already beginning to feel the weight of these mandates! Just ask Dell who recently told employees to “return to the office or else” — guess what nearly half of workers chose “or else”, staying remote even when it meant they could not be promoted.
A recent study by the University of Michigan and Chicago also found that RTO meant a number of senior employees left jobs at Microsoft, Space X and even Apple.
Why? The traditional model of mandatory office days doesn't account for today's workforce's diverse needs and preferences and can lead to employees feeling their time is wasted. Especially if they spend hours commuting only to find themselves sitting in on virtual meetings or doing work that could have been achieved remotely.
These types of inefficiencies can lead to trends such as ‘coffee badging’, i.e. ‘showing up to the office long enough for a coffee or a meeting expressly to fulfil in-office mandates — while primarily continuing to work from home whenever you can and can also leave employees feeling demotivated as their time isn’t valued. 🤯
‘Top Twork’: Define Hybrid Work with Purpose
Instead of rigidly scheduling 2 to 3 office days, let’s focus on why we’re coming together and intentionally plan to maximise the time together.
At A Better Work, we practice what we preach. Our small, but mighty team works in a completely remote and flexible environment and often asynchronously across timezones. We've seen these methods work well in larger companies we consult with too:
Identify the Purpose: Start by figuring out why you’re bringing people together. Whether it’s for team-building, project collaboration, or strategic planning, having a clear purpose ensures that the time spent together is valuable. Don't bring people together just for the sake of it!
Plan Anchor Days: Schedule anchor days throughout the year and communicate their purpose to your team. Make these days engaging and meaningful, with activities that foster connection and collaboration.
For example, you might have 10 anchor days a year where everyone is expected to show up, fostering unity and collaboration, but giving employees a clear sense of purpose.
Use our Meeting Planner: Utilise our meeting planner to evaluate and design your meetings. Focus on the purpose, attendees, and structure to ensure they’re productive and worthwhile. Make sure the people attending are there to input, not just sitting there costing your company money and wondering “Why am I here”. E-mail us for a free copy of our meeting planner
Develop a Hybrid Cadence Planner: Create a hybrid cadence planner to define the pattern of in-person and online interactions. How often do we really need to meet and why. This helps you organise and optimise your team’s workflow.
Communicate Clearly: Communicate flexible work policies and expectations to your team. Provide guidelines on when and why in-person attendance is necessary, and offer support to those who need it.
Inclusive Design: Keep the diverse needs of your workforce in mind when designing hybrid work policies. Flexibility is important for many, those with caregiving responsibilities, health concerns, or other personal circumstances may not be able to make drinks on Fridays or early morning meetings. Design with inclusion in mind.
Creating an inclusive environment where everyone can thrive is key to maintaining a motivated and engaged workforce.
Flexible Boundaries: Clearly communicate what flexibility means for your organisation and set expectations accordingly. This reduces misinterpretations and ensures everyone is on the same page. Need help? Check out our ‘twork’ on intentional and transparent communication for hybrid and remote work.
Building a Better Work Environment Together
By rethinking hybrid and remote work with a focus on purpose and flexibility, leaders can create a more inclusive, productive, and engaging work environment.
Let’s make work better together.
If you need any help, feel free to reach out to us. Remember, time is our most precious resource — let’s use it wisely to create meaningful and valuable work experiences for everyone.
Take care and stay well!
Michelle Wallace
Founder
A Better Work
At A Better Work we work with our clients to make work better and more fulfilling. It's not about happiness, it's about feeling a sense of accomplishment, and building teams that work brilliantly together in good times and bad.
If you want to elevate your team's performance while creating a more engaged work environment. Check out our new Hybrid but Better workbook which gives you the tools and strategies to unlock your team's true potential.
To join the Make Work Better Movement, sign up below to get a weekly tweak like this direct to your inbox.
Let’s make work better together.
Komentar