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:
- 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.
- Determine the schedule structure and how it would impact your team results, client satisfaction, and workflow.
- 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!
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