In 2020, employees around the world found themselves working from home. In some companies, remote work already existed, in others, teams had to adapt. In recent months, the return to the office has begun. The pandemic has changed the way we work, the hybrid model is now the new norm. Companies now have to keep the best of both worlds between forced remote work and being in the office every day.
Hybrid work is everything between working completely remotely and working every day from the office.
Hybrid work implies a certain freedom of work in two ways:
• The working hours
• The place of work.
For some professions, it implies that as soon as an employee has an Internet connection, he is able to perform his tasks.
The office is no longer the "natural" or "normal" place to work to get results.
Opportunities for the employee
It's a saving of time and money, and it's also providing a certain freedom of place or time of work. You can expect a better productivity thanks to a better working environment.
Threats for the employee
The lack of interaction between colleagues like at the coffee machine, in after-works or during informal exchanges can be hard, combine with the lack of internal information about the company. You can also risk an increasing workload, additional working hours that may cause a risk of burnout.
The opportunities for the company
The possibility to recruit new employees anywhere in the world and to reduce office space (and therefore costs). Which can lead to rethink the employee's experience when they go on site to make it even better.
Threats for the company
But it can risk having employees who are socially disengaged, and disengaged from the company. It can also cause multiplying inequalities: frontline workers vs. white-collars, developed countries/cities vs. developing countries and rural cities.
A hybrid work model is a policy or procedure that a company puts in place to express its philosophy or rules around this concept. In its most basic form, a model can be thought of as a split between remote work and office work (70/30, 50/50, etc.). You need to find the right recipe for your hybrid work organization, the one that best fits your employees.
You need to interview your teams, understand their expectations and define a first version of your strategy. The important thing is to be clear in your definition and in your communication.
Your strategy will evolve over the next few months due to the evolution of the measures but also due to your various feedbacks. You need to keep this flexibility to evolve your strategy.
This means providing employees with tools that work on site or remotely, and giving preference to SaaS tools in particular. It also means providing the right hardware to the employee.
Here are some examples of hybrid organization depending on the country:
In France, generally speaking:
• 2 and 3 days in-person minimum
One of our customer, Australia, with 1k+ employees:
• No minimum or maximum, open space is the limit.
One of our customer, Germany, 1k+ employees:
• 3 days per week maximum in office, no minimum.
One of our customer, Brazil, 7k+ employees:
• 1 week per month in the office.
To best support the hybrid workplace, offices are becoming more collaborative.
They transform naturally into collaboration hubs and abandoning much of the individual workspaces, in favour of a variety of meeting and collaboration spaces.
Those spaces are designed to accommodate meetings of varying sizes and team members who are in the room, joining from an overflow space or participating remotely.
The challenges are that your spaces must be flexible in providing reservable spaces such as:
> Individual offices,
> Collaboration/meeting rooms.
Your buildings must also integrate interaction spaces where employees can meet and bond.For some teams, a dedicated office is no longer necessary, the implementation of office reservation or flex-office is a great way to make your space more flexible.
For every meeting, a meeting room is now required since the team is hybrid. You will likely need to rearrange your space by creating more meeting rooms. Managing building capacity becomes critical for several reasons:
Growing teams: your team has grown in the last few months while your buildings have not, and since most employees were working remotely, this was not an issue,
Space redesign: by rethinking the design of your building, you will likely reduce the number of offices to create more space for collaboration and interaction.
Government measures regarding the pandemic: depending on the country you live in, the government is implementing measures on building capacity to limit interactions, you will need to adapt your total capacity very quickly.
At the same time, you need to make sure that your team is aware of your space availability when they decide to come to the office.
→ This is called the hybrid office.
We want to go to the office when necessary or for a special reason, which can mean:
→ Seeing colleagues, participate in a special event (afterwork, conference, etc), physically participating in a meeting, doing work that cannot be done from home.
The pandemic has left scars on social interactions and we now need to create moments and spaces where people can meet.
The employee experience has never been more important.
If the employee experience is essential, we need to be able to provide a tool or tools to :
→ Help employees define the right days to come to the office according to their availability, the different events and/or the schedule of their colleagues.
→ To guarantee that the company is able to welcome the employees who have decided to come, to understand the use of its buildings and, if necessary, to accompany them in rearranging the buildings.
Comeen offers a solution that is fully integrated with the tools you already use every day: Google Workspace, Microsoft 365, Workplace from Meta or Slack.
In just a few clicks, install our solution and start your transformation to the hybrid office.
Schedule attendance, book desks, reserve meeting rooms, manage your buildings and deploy your hybrid strategy.
No, we are only managing the hybrid office part. For all your hybrid work strategy you need to find the right recipe internally, with your teams, the one that best fits your employees.
Totally. In Comeen, on the employee side, you will be able to plan your venue to the office on specific days and even book your desk according to specificities (next to the window, next to a colleague, with a double screen...)
We take care of the employee part only in relation with his colleagues and company through our platform and in office. For everything that is physical: management of his desk at home, his chair and his comfort; it's not us.
Fully integrated with Slack, Google Workspace, Microsoft 365 or Workplace by Meta: you will find our solution in your calendar and in your chat. Book a desk, plan your venue to the office: everything is done in one click.
Good question ! It's a small one. We write an article about that to explain everything.
One direct cause of implementing hybrid office is to reinvent your work space and make it more flexible. Desk booking is a good way of adapting your current space to hybrid office by improving the usage of your space.
We write an article in our help center for you to better understand the deployment.