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Hybrid Work Is Here To Stay. Here’s How You Can Tell Which Hybrid Schedule Is Right For You

While many companies are implementing return to work strategies, young professionals continue to express their interest in a hybrid workforce. Contrary to popular belief, most young professionals do not want to work 100% from home. However, they are looking for flexibility in their in-office and work-from-home time, and our data backs this up.

In our latest report, you can see how this information is unpacked, but for the sake of this blog post, we’ll dive into what hybrid work means for your workplace.

Flexibility is important to young professionals, but it’s not the flexibility you’ve always known. To them, flexibility means flex-hours and trust to get their job done without being micromanaged. In today’s workplace, they believe technology allows them to be more productive in a hybrid-functioning role.

We have seen success with several clients that have offered a “structured” hybrid engagement, where they will ask their team to be in the office at the same time for increased productivity. An example of this is work from home Monday and Friday, and work in the office Tuesday, Wednesday, and Thursday. It ultimately depends on your workplace, the size of your team, and what makes your individual employees the most successful.

We recommend the following steps when identifying if a hybrid work schedule is for your team:

  1. Talk to your team! Start by asking them what type of hybrid schedule works and how you can accomodate not just your young professional talent, but all of your talent and seniority levels.
  2. Determine the schedule structure and how it would impact your team results, client satisfaction, and workflow.
  3. Communicate it from the rooftops. Make it clear to everyone involved, and if you’ve seen our recent posts about communication, make sure you’re communicating this information in a way that reaches everyone.

While a hybrid schedule does not work for some of our clients who have teams in plants and working in assembly lines, or in construction, consider what flexibility looks like for your young professionals in the field. Ask them, determine the structure, and communicate expectations to them. The same process applies, regardless of the field.

We hope you can use more report data to support your recruiting and retention efforts. In the meantime, don’t forget to download the report and let us know what you think!


Did you like this week’s post? Then you might like these posts below.

Free Report: What You Can Expect from The Current State of Young Professionals

How To Keep YoPros Engaged In The Workforce

How to Remedy Generational Communication Barriers


What’s Next?

For innovative organizations seeking to hire, engage and retain YoPros, our consulting and coaching arm will partner with you to create a captivating culture where prime candidates thrive long term. Schedule your discovery audit today.



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The Great Retention with Kamber Parker Podcast

Podcast: The Great Retention with Kamber Parker

Our podcast just wrapped up its first season. With guests from across the country in various fields, we discuss the best recruiting and retention tips and tools for business leaders to shape the next generation of leaders.

Kamber Parker

Employer Brand Consultant, Speaker, and Young Professional Expert

As a young professional herself, Kamber Parker has spent her entire career learning the struggles and successes of her peers across the country. When she recognized the overlapping themes in her conversations with young professionals from hundreds of industries, she knew she had to reach companies with this single message: When we prepare for the next generation of leaders, we don’t just help our companies become successful. We help our entire workforce.

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