Work Your Way

How did you feel about hybrid work before the pandemic?

Previously, I was worried that we would lose synergy in the workplace with less in-person collaboration. After living the dream, I have found our teams maintaining productivity, still energetic, processes running smoothly, and when we see each other in person it's like seeing a relative.

Why did our leadership team ultimately decide to make the shift to hybrid work?

To lead and not follow others who are dictated by circumstances. It was clear the traditional approach, assigned desks, wasn't best serving our teams. It was important to give our people the best shot at supporting mental health and the concerns of their families while balancing work, and flexible work was the best way we could do that.

What impacts have you seen hybrid work have on our workforce + organization?

Since adopting a hybrid model, our teams have learned to trust each other in new ways and stayed true to being a results-orientated place to work.

Was there anything that surprised you as a result of the new work policy?

I was surprised to find that we could become closer as a team. Adversity can be your agent for change.

What is important for business owners and C-suite to know about shifting to a hybrid policy?

The best takeaways are: to trust your people, have good metrics, and empower your managers to monitor, coach, and be results-driven within their teams.

How do companies make the transition easy for their workforce?

Communicate, communicate, communicate. Listen to your people.

What do you see as the biggest benefits of hybrid work for organizations?

Reduced stress in stressful times. This workstyle is future-proof—should we face future unprecedented times or safety concerns, our processes and communication can be maintained wherever our people need to work.

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