How do you foster a sense of community between team members who don’t see each other every day? What kind of spaces serve hybrid work the best?
Implementing a hybrid work model not only requires a coherent model, but so many more considerations (employee trust and empowerment, communication and knowledge sharing, scaling culture, asynchronous work, and more). So, how does one even start?
In this article, I want to provide some insights into how we developed our own PersonioFlex hybrid work model while showing and emphasizing the key principles you can’t forget to implement. Enjoy! – Ross Seychell, Chief People Officer at Personio
Simply A Trend? No, A Transformation!
Ultimately, the only constant in life is change. To prove that point, all you have to do is take a look at how the ways we work have changed since the pandemic began.
Office work initially became working from home. When travel became possible again, mobile working (or ‘smart working’) increased. Now we’re transforming again: Hybrid work is here.
According to a recent survey by Robert Half, 86% of executives in the United Kingdom consider hybrid workplace models mandatory. Employees see things similarly: 83% of them prefer a hybrid model in which they can work remotely for at least a quarter of their overall hours.
But, Does Hybrid Work Make Sense For Business?
At Personio, we already had fairly flexible working hours prior to Covid-19, even if they were more informal and team-dependent.
During the ‘working-from-home phase’ of the pandemic, we found that flexibility was good for us: We continued to grow, expanding our team while developing new products.
We attribute this to the idea that, because our employees were able to work more to their preferences, they were more productive and effective in their own work.
Hybrid Work Can Lead To Company Success
- Increased productivity across unique working styles
- More employee engagement through empowerment
- Greater loyalty to the employer
- Improved employer branding
- Cost savings on office rent, electricity, water, etc.
So, with PersonioFlex, we wanted to combine the best of both worlds. Our hybrid model is based on both our culture and the needs of our employees: Do you need peace and quiet to properly focus? Or, is collaboration more in the cards?
This freedom of choice is important: 42% of employees across Europe say they are open to a new job in the next six to twelve months – according to our latest HR study. When we act with respect to our team’s needs, we motivate and empower our employees and boost their loyalty.
For the full results of our latest HR study, click here to gain access.
Enjoying the read so far? Head on over to the Personio Blog to learn the steps we took to develop PersonioFlex. Click here for the full story and read the following paragraphs of the article: