Are These Hybrid Office Mistakes Ruining Company Productivity?

The drive for productivity is growing at an exponential rate. In fact, McKinsey’s research found that 90% of most firms expect to opt for the hybrid work model. And why is this? Many companies report that productivity levels are shooting up with adopting the hybrid work model, not to mention less operational fees and processes and the advantages of the Internet. 

The hybrid workspace maximizes productivity without forfeiting the workers’ sacrifice, freedom, or personal time to govern their workday. While attendance in the office undoubtedly supports team productivity and cultural bonding, it might not necessarily mean it is the main factor.

Moreover, employees can quickly notice where the grass is greener and leave. A Microsoft report found that 41 % of workers are considering leaving their jobs in the next year, and about 46% plan to cross to other career fields if they do not get a measure of autonomy established in their current companies. This is probably why companies need to get the details of the hybrid work model right when applying it. 

Also, due to the Covid-19 pandemic, employees are now unwilling to resume in-office work, and companies need to consider this perspective vital. A well-balanced hybrid model will help both parties increase flexibility and profitability and decrease stress levels. 

Can The Hybrid Work Model Reduce Productivity?

However, this is not to say the hybrid work model is not without its cons. For instance, an Igloo 2020 report found that remote workers encounter challenges that in-office workers do not face. Also, about 57% of hybrid workers, when not in the office space, use non-company approved apps to work, which spells danger for the IT service provider and company. 

So, it is pertinent to know the mistakes that reduce productivity in the hybrid work model and work against them. Companies must be aware of the traps in choosing the hybrid approach. Yes, finding a new yet familiar normal isn’t something that just happens but something that needs to be done. After all, measuring productivity is key to success. 

Below are the mistakes of the hybrid approach that ruin company productivity:

Failure to clarify team expectations

Failure to communicate the new standards upfront is one of the most typical mistakes in a hybrid office. Lay down consistent and lucid expectations with your team from the start, then communicate these expectations in writing to eliminate ambiguity.

When feasible, aim for flexibility — for example, make it simple for your staff to swap in-office days if something unexpected arises, such as a doctor’s visit. Finally, publish your expectations somewhere open, visible, and accessible so everyone may refer to them at any time.

Scheduling in-person meetings without warning 

Nothing is more inconvenient than unplanned or needless travel. Practically no one alive wants to fly four hours for a one-hour meeting in another city. This depletes your employees’ allowances and impacts the team’s productivity.

Because so many things are migrating to the cloud, staff and customer meetings may now be held remotely. That way, meetings can be more accessible and enjoyable now that the location has changed from the employee’s office to a coffee shop or bar agreed beforehand.

Ignoring old processes

There is no such thing as a one-size-fits-all hybrid work paradigm. Why? Because each company and its employees will experience different post-pandemic dynamics. The most important aspect is ensuring that the organization’s character is preserved to its core, now that the employees are not together in one location. 

To strike a balance between goal attainment, productivity, and flexibility, leaders must maintain the integrity of their mission statements and communicate them clearly to their employees.

Companies implementing a hybrid approach must take into account their employees’ different personalities and circumstances. While some younger employees, such as interns and recent college graduates, may return to the workplace to form relationships with coworkers and take advantage of opportunities only accessible on-site, senior personnel with dependents might prefer a hybrid work option. 

Another example is how companies must consider people types such as extroverts and introverts. Extroverts might prefer in-office work among their peers, and introverts might be more comfortable at home, free from the distractions of an in-office experience. 

Not involving the leadership

Without the leadership being involved in the hybrid movement, it cannot function. Business executives must participate to ensure the hybrid model’s success in their organization. As schedules are arranged for the staff, the leaders should also be presented with theirs.

A mixed workplace necessitates active engagement from all workers. If important stakeholders do not entirely accept a hybrid working paradigm, issues might crop up. For example, to ensure that employees get more time in the office with their superiors to glean more experience, senior staff not showing up might make the junior employees feel unimportant.

Let Unbound Digital Step Up Your Company’s Productivity Levels 

Unbound Digital exists to assist you in transitioning to a hybrid workplace by offering any IT assistance you require during the process and afterward. IT drives hybrid work, and we drive IT. 

We can assist your company in adjusting to this new normal. Contact us today to learn more.