12 Things You Should Know When Setting Up A Hybrid Office
We've all almost become experts in remote working in recent months, and we're learning more and more about what works.
Organizations are undergoing a big rethinking of how they want their workplaces to operate in the long run.
Many companies are exploring implementing agile and hybrid work patterns to allow employees to work from home and in the office.
The hybrid office is a more efficient method of working that improves employee satisfaction, promotes a better work-life balance, allows for connectivity, and lowers office space and facility costs.
Isn't that fantastic? So, what should you think about while establishing a hybrid office?
It's time for businesses to reconsider what an office is for. Most employers believe that having an office boosts productivity and teamwork, as well as providing a place to meet clients, and foster corporate culture.
Employees, on the other hand, believe otherwise. Offices, they feel, are ideal for cooperation, secure access to equipment or information, meeting with clients or colleagues, and receiving training and professional development.
Clearly, businesses must conduct a thorough examination of what occurs in the workplace. Indicate who needs to be at the office and what they can expect to accomplish while they are there.
Do you want your hybrid employees to stick to their contractual hours, or do you have certain hours that they must work throughout but can be flexible outside of? Do you want to establish a regular schedule for when an employee will come into the office and when they will work from home?
You may choose to agree on a set schedule in some circumstances, but you may choose to offer the employee entire autonomy over where and when they work in others. Regardless of which option you choose, make sure the employee understands that you may ask them to come in on specific days to attend team meetings, cover for other employees, or deal with other unexpected issues.
As the hybrid office will be a new method of working as well as a customized solution for your company, the business you select should conduct a discovery period during which they will learn about your company through interactions with leadership and staff.
Employees may find it difficult to see past the current epidemic crisis at first. It's crucial to talk about how the company has evolved, because knowing about the more spontaneous adjustments brought on by the epidemic can help guide future decisions about how to set up a hybrid workplace.
Workplace time: Plan to visit the office for in-person cooperation, training, presentations, internal or external meetings, or to use equipment and technologies that aren't accessible remotely. Your boss may want your complete team in the office on specific days to foster face-to-face communication and innovation, so keep that in mind.
Work from Home time: To the degree possible, schedule your focused, heads-down work for days when you'll be working from home. Report writing, analysis, or crunching numbers on a tight deadline are all examples of this. On days when you'll be working from home, attempt to organize meetings that can be held by videoconference or phone calls.
Slack, Trello, and Zoom are just a few of the many excellent workplace apps accessible today. Finding the crucial tools that can truly help your organization and support a hybrid workforce may be a daunting and time-consuming endeavor, especially with so many alternatives available and more being rolled out all the time.
Space programming takes the results of the needs analysis and creates a precise inventory of the places your company needs, such as enclosed offices, open workstations, and break rooms.
Programming also determines which parts of your company should be close together to maximize efficiency and which parts can be placed farther away.
A focus on health and wellness should also be considered during space programming for the hybrid office. As we all went through a difficult time during the epidemic, mental health has been a primary priority for organizations. Employees will almost certainly feel anxious or apprehensive about returning to their jobs.
Employee stress can be reduced by designing the workplace to support health and wellness. Employees in the hybrid office are expected to work from home for a portion of the time. By giving a better work-life balance, the opportunity to work without in-office interruptions, and avoiding long commutes, is a positive step toward encouraging employee wellness.
It is critical to understand your starting point or baseline in order to develop a sustainable and future-proof hybrid policy. So, it all starts with redefining your company's culture: what are your core values? What are your goals and objectives? Which strategy would you like to employ? What might need to be done differently to make a hybrid culture work?
As a result, it's critical to propagate this culture as widely as possible within your company. You'll have to discover new ways to accomplish this now that you don't see each other every day at work. Interaction between individuals and the sharing of stories is how culture spreads. Ensure effective internal communication and a variety of communication techniques that are appropriate for your organization.
Your space planning and programming firm can offer choices for you to examine once you know what you need. Modifying your current space or relocating could be among them. You can obtain cost estimates for comparing options by applying project expenses to the number of square feet stated in your programme of requirements.
The furniture selection for a hybrid workplace is an important stage. Visit furniture stores and working hybrid workplaces prior to this phase of the project to get a personal experience of the unique furniture arrangements that exist for the integration of furniture and technology.
Create a pilot programme – a small part of the workplace with samples of the furniture and technology so that employees can gain hands-on experience – once you believe you have a good hold on the furniture, technology, and layout.
Take advantage of the pilot programme to "test drive" the features of a new workplace. Employees should be asked for feedback, and the comments should be used to adapt the design.
If you choose to work with a consulting business that specializes in space planning and programming at the start of this process, the next step is to hire an architectural firm to build your hybrid office.
An architectural firm can begin designing once the requirements programme, neighborhood layouts, and pilot programme are complete. The design process is also dynamic and collaborative. Constraints will inevitably emerge, and decisions will need to be revised.
The last stage is to build your hybrid office after the design is finished. During construction and move-in, there will be a lot to coordinate, but don't forget to communicate with employees. To both raise excitement and engage staff in the process, you can upload images or walk-through videos of the development progress.
Follow the guidelines above and keep employees involved throughout the process of setting up a hybrid office, to find that they're ready to tackle the challenge of returning to work. This will position your company for success in the emerging WFH and hybrid office environment.