As remote work gains popularity, more businesses are adopting hybrid work models. Here's what employers need to know.
Hybrid work models combine working in the office and remotely, giving employees the flexibility to choose where and when they work. According to a Gallup poll, 52% of employees who can work remotely reported working in a hybrid model. This shift in how we work acknowledges that work is no longer tied to a specific location and can be completed effectively from various locations.
Reduced Costs. Employers that allow employees to work remotely can save money on office space, utilities, and other expenses.
Stronger Retention Results. Numerous studies have shown that many workers prefer flexible work options over pay. A quarter of employees surveyed said they would be willing to give up as much as 15% of their annual salary in exchange for flexible work arrangements.
A Gallup study found that three out of 10 hybrid workers are highly likely to quit their jobs if they are not given some degree of remote flexibility, while the same applies to six out of 10 fully remote workers.
Stronger Employee Satisfaction. Flexible work options give employees more freedom to build their schedules around their personal lives, resulting in higher job satisfaction and overall well-being.
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Establish Hybrid Work Policies. Employers and employees are not always on the same page when determining the division of days between working in-office and remotely. Studies show that most employees (more than half) work in the office three days a week, while less than a quarter work two or four days. Employers should establish clear policies, schedules, and definitions of hybrid work.
Prioritize Multistate Compliance. When employees work remotely from different states, employers need to be aware of their obligations to register, pay taxes, and comply with local laws. Employers need to educate their employees on the importance of reporting their relocation and updating their addresses so that they can take necessary actions such as state registrations, tax payments, and compliance with other requirements.
Leverage Technology. Invest in stronger security infrastructures, project management software, and other tools and systems so that employees can work remotely and collaborate regardless of location.
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Focus on Communication and Engagement. According to a Harris Poll, poor communication can cost employers up to $12,506 per worker annually. Building a connected workplace means developing stronger strategies related to communication and collaboration among team members.
How we work is constantly changing. Striking the right balance between remote and in-office work requires thoughtful planning, effective leadership, and a commitment to creating a united and inclusive workplace culture. To succeed, employers must remain agile, continuously adapting to their workforce's evolving needs.