We live in an uncertain world where anything can happen. Fairleigh Dickinson ousted Purdue in the first round of March Madness, and nobody saw it coming. When new experiences reshape our reality, our decisions moving forward are informed by new information.
The pandemic was a sobering upset. We experienced drastic and unprecedented changes to accommodate the abrupt sheltering-in-place mandate. Now that we’re resetting, it won’t be possible to return to business as usual because we’re living in a new reality.
Leaders of tech companies are determining what the future looks like for their workers. Do they ask their employees to return to the office, or should companies offer a broader range of options for structuring work schedules?
New Preferences
Prior to the pandemic, only 8% remote-capable employees worked exclusively from home, and about one-third had a hybrid work situation. Moving forward, about 24% of workers expect to work exclusively remotely, and 53% expect a hybrid arrangement. Around half of the U.S. full-time workforce– about 60 million workers- believe that their current job can be done remotely working from home, at least part of the time. Today, 82% of companies intend to offer hybrid work options.
New Resources
It’s easier than ever to offer flexibility to workers. A slew of new technologies were fast-tracked during the pandemic, to enable us to conduct business outside of a traditional office setting. Online management tools, such as Slack and Asana, worked out the kinks to become more intuitive and user friendly. Companies invested in cloud communications. We figured out how to navigate virtual meetings with video conferencing.
New Experiences
During the pandemic, workers adjusted to a new normal by developing the discipline and strategies needed to balance the demands of working from home. Many of us realized that we’re more productive during different times of the day because we had the freedom to code after dinner. We experienced less stress when we exercised after lunch. We enjoyed Mario Kart breaks with our kids.
We discovered that we preferred work-life integration to pointless in-office meetings.
At the same time, we recognized that some tasks are easier in person. Large zoom meetings were too cumbersome to include everyone in the conversation. Collaborative projects require synchronized action. Project efficiency was compromised when you had to wait for the input from an offline collaborator.
As a tech leader, how do we best determine what the structure of work looks like today, to balance meeting the needs of our company with the needs of our employees?
There’s no straightforward answer. We’re still processing our own personal experiences, and we’re bombarded with information from many different sources and perspectives, and it often appears to be conflicting. The pro/con lists look as tangled as the power cords behind your parent’s entertainment center.
New Expectations from Employees
To what extent do our employees have a say in the decision? Gallup recently asked workers if they would look for a new job if their employer stopped offering remote-work options going forward. 54% of employees currently working exclusively from home said they would likely look for another job; 38% of hybrid workers said the same.
But not all workers share this sentiment. Different workers are looking for different solutions to be professionally productive and personally balanced. What they’re looking for often reflects factors unrelated to their job responsibilities.
Where do they live? Workers from the suburbs are more likely to want remote options to avoid long commutes. Workers that have invested in living closer to an urban hub often value the in-office experience.
What are their family dynamics? Many parents of small children greatly value flexibility to accommodate the shifting needs related to caretaking. On the other hand, 21% of workers said that they never want to spend another day working from home. These respondents were typically young and single, or empty nesters.
What is their work experience? Least experienced workers value in-office experience the most. They feel least efficient at home (34% vs. 23%) and they prioritize in-person meetings with managers and opportunities for mentoring and training.
New Concerns from Companies
Many companies, such as Goldman Sachs and Twitter, have publicly stated their intentions to require employees to return to office. Some of these companies, like Apple and Amazon, are requiring in-office attendance a few days out of the week. Is this necessary?
Managers have reasonable concerns about remote options. When managing people remotely, it’s difficult to track accountability and productivity. It’s complicated to resource each worker individually. It’s logistically challenging to coordinate a team when some work from home and others come into the office. It takes extra time and effort to facilitate collaboration and create efficient work processes. Companies that have invested in a building have a stewardship to wisely use this resource.
Tech leaders must strike a tactful balance when charting a new course forward.
New Model of Work
I recommend implementing a hybrid work model in almost every company I work with. This allows for discerning flexibility by offering the ability to work from home when possible. It also acknowledges that time invested in the office can nurture ownership. It’s the best of both worlds.
Communication and boundaries are key to implementation.
Listen to your employees and address their feedback. Which responsibilities do they think they can click off outside of the office? Which tasks do they need in-person collaboration to complete?
Communicate expectations clearly. Under what circumstances might an employee be called into the office, or need to respond when they’re working from home? Which days do they need to come into the office, for the sake of coordinating with other team members?
Make sure that tasks, timelines, milestones, and expected objectives are clearly defined. How are you measuring productivity?
When is everyone available to work? Help your workers set clear and achievable goals, track their progress, and understand how they can ask for help or feedback. Regular check-ins are helpful.
Avoid micromanaging. Trust your team to do their job! People at high trust companies report 74% less stress, 50% higher productivity, and 76% more engagement than employees at low-trust companies.
Each tech company is unique. There’s not a one-size-fits-all solution, and that’s reassuring. You have the freedom to determine what best suits the needs of your employees and your company. As leader, you decide how best to lead your company into a new future.
