One of the main benefits of a hybrid work schedule is how it complements how each person works differently; some people thrive working alone while others need a combination of collaboration and focus time. For example, some people are most creative after 5 pm. On the other hand, other people are early risers and do their best work in the wee hours of the morning. Having a hybrid model allows us to maintain that collaboration in the office while balancing more focused time. This model provides flexibility that leads to increased productivity and more time for balancing personal responsibilities.
After the COVID-19 Pandemic hit, True re-evaluated its in-office policy and decided to adapt to the following hybrid schedule: Mondays and Wednesdays are our in-office collaboration days, and Tuesdays and Fridays are work-from-home days, with Thursdays being optional.
Changing to a hybrid work schedule made a lot of sense for us based on our culture of trust and accountability. “At the end of the day, we manage performance based on our ability to deliver quality work and meet deadlines,” said Leah Chalet, Chief Operating Officer.
"I believe the hybrid work model has offered us the best of both worlds – the ability to work remotely and from the office," Leah said. "It's promoted flexibility, enabling individuals to balance personal and work responsibilities, but has allowed us to maintain strong collaboration and company culture."
Having a hybrid model has provided our team with more work-life balance as it gives them the flexibility in where and how they work. Long commutes to work can add unnecessary stress and drain mental energy. By working a few days from home, the True Team has extra time for clients and hobbies and family that would otherwise be tied up in commuting. A less stressed employee leads to employees being in a better mood, which improves the quality of work they’re able to deliver.
Along with having the luxury to work from home, an in-office setting provides what a 100% remote work schedule cannot, the opportunity to build in-person connections with the team and collaboration for client work.
"I value the time I have collaborating face-to-face with my co-workers," Leah said. "I have found that you don't get that same kind of relationship-building working fully from home. Relationships are core to our business, and this tenet is reflected in our core value, “business is personal."
Although a hybrid schedule has worked well for True, it may not work well for some companies. A strong culture of trust and accountability is critical. When implementing a hybrid work schedule, you must trust your employees and ensure you have the tools and processes in place to promote and enforce accountability, transparency and open communication.
"The work we do, and our culture is dependent on strong collaboration. While tools and technology have helped bring us together while working remotely, there's nothing better than face-to-face communication and collaboration. When we are all together in the office and having those face-to-face conversations, it's very refreshing," Leah said.
"While some companies have made the long-term strategic decision to remain fully remote, others have since brought their teams back to the office full-time. Factors such as cost, employee retention, flexibility, office culture, productivity, and collaboration are all things that employers have had to assess in making these decisions." Leah said.
While every company is different, implementing a hybrid work schedule can help your team navigate work-life balance and lead to an increase in your company's overall productivity. In a study conducted by Stanford, it was found that employee productivity was up 13% while working from home. This was partially due to quieter and more convenient places to work.
If you want to discuss how a hybrid schedule may work for your company, contact us
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