The harsh reality, however, is that employees might find themselves with less autonomy in this decision than they desire. Many employers are steadfast in requiring their senior staff and sales teams to resume working in the office environment.

Part two: How to balance in-office and remote work in a new world: US employers are still fighting remote work as employees look for compromise. Experts say we could see more than 40 million US workers working fully remote jobs by 2025.

According to "True hybrid: The new balance of in-person and remote work," before the COVID-19 pandemic, most organizations expected employees to spend more than 80 percent of their time in an office. Now, only about 10 percent do, while the remaining 90 percent have embraced a range of hybrid work models that allow employees to work virtually from off-site locations (including home) for some or much of the time.

Employees generally like this development: more than four in five who have worked in a hybrid model over the past two years want to retain it, largely because of the flexibility and balance it affords them. To strike a balance between in-person and remote work in the post-pandemic world, organizations can consider adopting a hybrid work model that allows employees to work from home or other off-site locations for some or much of the time.

This approach can provide employees with greater flexibility and work-life balance while also allowing organizations to reduce real estate costs and increase productivity. However, organizations must also ensure that they have the right technology, policies, and culture in place to support remote work and maintain collaboration and communication among team members.

Key points to add balance

Balancing in-person and remote work in the post-pandemic world requires a thoughtful and adaptable approach that considers the needs of both employees and the organization. Here are some strategies to strike a balance between these work models:

Flexible Hybrid Work Policies: Establish clear guidelines outlining when and how employees can work remotely. Define core hours when all employees should be available for meetings and collaborations. Individual Preferences: Acknowledge that some employees may prefer working remotely, while others thrive in an office environment. Allow flexibility for individuals to choose what works best for them, where feasible.
Invest in Technology: Effective Communication Tools is important. Invest in reliable communication and collaboration tools that facilitate seamless communication between in-person and remote team members. This ensures everyone is on the same page regardless of their location. Improve your virtual collaboration. Implement virtual project management and collaboration platforms to enable teamwork, file sharing, and project tracking, fostering collaboration among remote and in-office employees.
Promote Inclusivity: Ensure that remote employees have equal opportunities for career growth, training, and promotions. Avoid creating a divide between in-person and remote staff in terms of opportunities and recognition. Do regular Check-ins; schedule regular virtual meetings and check-ins to keep remote employees engaged and informed. Encourage managers to have one-on-one video meetings with remote team members to maintain a personal connection.
Create a Hybrid-friendly Office Environment: Implement “Hot Desking” or flexible seating arrangements in the office, allowing employees to use workspaces as needed, rather than having assigned desks. This optimizes office space and accommodates varying attendance patterns. Develop collaboration Zones in the office. Design office spaces with collaboration zones and meeting rooms equipped with video conferencing facilities, making it easier for in-person employees to collaborate with remote colleagues.
Focus on Results, Not Hours: measure Outcome-Based Performance; shift the focus from hours worked to outcomes achieved. Measure employee performance based on results and contributions rather than the time spent at a desk. Encourage a results-oriented work culture. You do this by setting clear expectations. Clearly define tasks, deadlines, and expectations for all employees, emphasizing the quality of work and meeting goals rather than the location from which the work is done.
Support Employee Well-being: Work-Life Balance is the secret formula. Encourage employees to maintain a healthy work-life balance, whether they are working remotely or in the office. Discourage excessive overtime and ensure employees take breaks to prevent burnout. Mental Health Support: Provide resources and support for mental health, including counseling services and stress management programs, recognizing the challenges that can come with remote work.
Regular Feedback and Adaptation: Employees need feedback regularly. Gather feedback from employees about their experiences with the hybrid work model. Use surveys and open discussions to understand their needs and challenges. Adapt Policies based on feedback and evolving circumstances, be willing to adapt hybrid work policies, and make necessary changes to improve the work experience for all employees.

You might find Part One of this article interesting: https://damarstaffing.info/10Shifts

DaMar Staffing Solutions of Indianapolis is a full-service, contingency-based recruitment firm, focused on administrative and professional staffing for all industries. There are many staffing agencies, but if you want a staffing agency that will work for you as a partner DaMar is a rare company. With over 20 years of experience, DaMar Staffing Solutions has built a reputation for providing quality service, top-notch professionals, and flexible recruiting solutions for Indiana companies.