If executed correctly, allowing employees to choose where and when they work can both boost the employee experience and give leaders the structure and predictability they need to make key strategic decisions for the organization.
Holger Reisinger, Paul Sephton, & Dane Fetterer
Takeaways of Note:
The Employee Experience – empower team members to choose where & when they work:
Autonomy – High v Limited v Low – Consider 8 metrics… (1) sense of belonging, (2) motivation, (3) productivity, (4) trust in team, (5) trust in leaders, (6) impact, (7) work-life balance, and (8) mental well-being
Flexible location choice will continue to grow as a priority – majority of employees value flexibility more than salary & other benefits (data shows 64% of Gen Z & 63% of Millennials consider their office to be their laptop, headset, & wherever they can get strong internet connection, compared to 48% of Gen X & 43% of Baby Boomers)
Leaders are concerned about letting employees choose location – investments in workplace & overhead need predictable & stable employee work plans (to understand building, spaces, & technology usage)
Employees seek habits, structure, & predictability – many employees are better equipped for today’s virtual workstyles at home; if office spaces catch-up with employees’ remote locations, office use habits will be easier to map
3 steps to leading a high-autonomy hybrid organization
Step 1… Create spaces that actually meet the demands of a virtual-first working world… spaces that balance maximizing productivity & feeling a sense of belonging
Step 2… Supplement the diminished sense of belonging in the office space with an increased sense of belonging in the virtual space… need professional tools & technologies built with virtual environments in mind to feel a sense of belonging
Step 3... Let employees find the balance that matches their life’s new rhythm… signals trust to do job hired to do; data shows trust is then paid back at a high rate, building a culture of inclusivity & belonging