Brought to you by ActivTrak\nThe range of flexible work arrangements \u2014 from\u00a0hybrid work\u00a0to remote work to free-address workplace strategies\u00a0\u2014 continues to expand as companies explore next steps. However, remote work isn\u2019t the best option for everyone. The prevalence and popularity of remote work exploded, by default, during the pandemic. For some organizations, including ActivTrak, a\u00a0remote-first strategy\u00a0and culture is the best, most sustainable approach for long-term success.\nIt\u2019s important for C-suite executives and managers to remember that there is no one-size-fits-all approach and the future of work warrants a more thoughtful and strategic exploration of their organization\u2019s specific needs. To best support employees\u2019 evolved expectations with critical business needs, some may consider a hybrid approach that lets them divide their time between a formal workspace and the location of their choice.\nDesigning and documenting a hybrid work policy that meets the unique needs of your organization can streamline the transition from other operating models and provide clear guidance for employees.\n_____________________________________________________________________\nDownload Now: Hybrid Work Policy Template\n_____________________________________________________________________\nVarying Degrees of Flexibility and Employee Choice\nHybrid work arrangements have been around, often informally, for decades. In a hybrid work operating model, employees are free to get work done in whichever work environment helps them be most productive, with varying degrees of flexibility and choice. With support from their manager, some employees might decide that remote-only is the best option for them, while others might find that working in a designated office setting away from the distractions of the home is key to getting the most out of the workweek.\nPerhaps employees prefer to pop into the office 2 or 3 days a week to see coworkers or attend an important meeting. It\u2019s all about offering a variety of work options that support flexibility and empower employees to create a work-life balance that works for them and their well-being without impacting performance.\nThe Benefits of a Hybrid Work Model\nThere are a number of benefits to hybrid work arrangements, for both businesses and employees! These include:\u00a0\n\nImproved collaboration: The value of real-time in-person connection enhances collaboration and cannot be fully replicated in an exclusively remote environment. Whether the interactions are during formal meetings or impromptu chats, the kind of in-person conversation that can only occur in a shared workspace can drive innovation and speed to resolution.\nBetter work-life balance: Work-life balance is essential for employee wellbeing and a healthy work environment. When employees have control of their schedule and can decide when they\u2019re commuting and when they\u2019d rather stay home, they feel empowered to make the best choices for their own well-being, engagement, and productivity. Happier employees are also more likely to stay at your company, which is better for retention and your\u00a0human resources\u00a0department.\nAccess to deeper talent pools: Many people have become accustomed to the perks of working remotely. By offering a hybrid model, businesses can expand the talent pool they choose from to include a greater geographical area and a larger group within that area who might not be able to commute or aren\u2019t interested in working in an office space every day.\u00a0\n\nThe benefits of hybrid working are often underestimated because while it may seem like remote work is the default ideal option, data provides a more nuanced and realistic perspective. A recent\u00a0Accenture survey\u00a0found that 83% of respondents would prefer a hybrid model where they could work remotely at least 25% of the time. Also, 68% of Americans say that a hybrid work model is their ideal arrangement and interestingly, the majority of Gen Z employees (to the tune of 74%) want the option to work onsite.\nThese statistics show that the future of work isn\u2019t necessarily one where everyone works remotely full-time, but it will definitely be one that includes flexibility. C-suite executives, managers, and team leaders must consider this evolving approach and put as much effort into documenting and distributing a hybrid work policy as they do for other work-related initiatives.\u00a0\nThe Challenges of a Hybrid Work Model\u00a0\nAs with any new way of working, hybrid work arrangements have a number of challenges, especially in the absence of a formal policy.\nThe first is lack of clarity. With employees shaping their ideal work environment, it can be challenging to get your\u00a0team members\u00a0on the same page. How many days in the office differentiate a remote worker from a hybrid worker from an in-office worker? Will hybrid workers receive a smaller\u00a0work from home\u00a0allowance because they\u2019re spending fewer days at home? Do employees have to inform their managers when they\u2019ll be coming in, or do they have unlimited access to the space? These are all important questions that shouldn\u2019t be left to the last minute.\nThe second challenge is productivity. Hybrid employees struggle with the same productivity pain points as remote employees, and\u00a0burnout, focus, and disruptions are at the top of the list. Working from home can quickly blur the lines between work hours and personal time, and as the workday extends beyond traditional hours, it\u2019s not uncommon for employee well-being to suffer and burnout rates to increase.\nWhen your home and your workspace are dual function, personal distractions like checking social media, doing chores in between checking emails, or taking care of family make focusing on job duties harder than ever and can impact performance. Suddenly, your day isn\u2019t divided into clean blocks of work hours and personal hours \u2014 it all blends together. While some of these challenges might be mitigated when employees choose to come into the office, they are then faced with new drains on their time and focus like commuting.\u00a0\nFrom a managerial standpoint, gauging the productivity of a hybrid employee is a\u00a0challenge\u00a0since you can\u2019t simply glance over to see what your team members are doing. Instead, you have to learn to trust your employees and you have to find new ways to gauge their productivity from a distance. The best way to do this is to use\u00a0workforce productivity analytics\u00a0and transparently leverage data in conversations and coaching opportunities with employees.\u00a0\nHow To Create a Clear and Comprehensive Hybrid Work Policy\nEffectively managing a\u00a0hybrid team\u00a0can be a challenge. The key to mitigating these pain points is by having decision-makers come together to create a hybrid work policy. This document should delineate your company\u2019s expectations and responsibilities of all hybrid workers and give structure and standards to the hybrid work model. Also, the hybrid work policy should explain how workforce productivity analytics will factor into this new model.\nAll employees \u2014 no matter where they are \u2014 can benefit from the data-driven insights pulled from a\u00a0workforce analytics solution. The hybrid work policy is your chance to make monitoring and productivity improvement integral to your enterprise from the very beginning and set a foundation for a culture of continuous productivity improvement.\u00a0\u00a0\nSo, what should your hybrid work policy include? Much like a\u00a0remote work policy, your hybrid work policy should lay out the guidelines and best practices for your new hybrid operating model and answer any questions your team members might have about the arrangement.\u00a0\nThe policy should outline eligibility criteria for hybrid work and what the expectations of a hybrid employee are, including how many hours they are expected to work each day, what those hours are, and if and when they are expected to come into the office space. It\u2019s also important that you include a section with easy access to key resources your employees may need as they adapt to this new hybrid environment.\u00a0\nAgain, the more resources you provide to accompany the policy, the more you can streamline the transition and ensure business needs and employee needs are successfully addressed from the outset. If there are certain additional responsibilities employees need to take on when at home or at the office location, that should be made clear. The more answers you can provide upfront, the stronger and more effective your hybrid work arrangement will be.\nTo guide you through this process, we\u2019ve created a hybrid work policy template to help you start defining your own policy. A comprehensive policy can help strengthen in-person and virtual communication, streamline digital processes, and develop hybrid management strategies.\nFor an in-depth example, download ActivTrak\u2019s hybrid work policy!\n___________________________________________________________________\nGet started for free\nStart a free ActivTrak account\u00a0today to help your remote, in-office, or hybrid teams work wiser!\n_____________________________________________________________________\n\u00a0About ActivTrak and The Productivity Lab\nActivTrak helps companies unlock productivity potential. Our award-winning workforce productivity and analytics software provides expert insights that empower people, optimize processes, and maximize technology. With data sourced from more than 9,000 customers and 250,000 users,\u00a0ActivTrak\u2019s Productivity Lab\u00a0is a global center for ground-breaking workforce productivity research and expertise that helps companies embrace and embody the future of work.