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What’s the best hybrid work structure?

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Summary

Companies are experimenting with different hybrid work structures such as two days in the office, three days in the office, and one week in-office a month. Structured hybrid working models eliminate the guesswork that comes with an open-ended hybrid policy and can maximize productivity, collaboration, and culture. Employees are looking for more structure from leadership and some organizations are allowing department managers to decide the best hybrid structure for their teams. Companies are trying to create an environment where people want to come to the office due to tangible benefits.

Q&As

What is the best hybrid work structure?
The best hybrid work structure is going to come down to trial and error and will depend on an organization's business model, culture and values.

How are companies testing different hybrid models to maximize productivity and collaboration?
Companies are testing different hybrid models to maximize productivity and collaboration by dictating that everyone be in on the same day, implementing a structured hybrid approach, mandating two or three days in the office, and designating one week each month for all locally-based employees to come into the office.

What are the different types of hybrid work structures that companies are using?
The different types of hybrid work structures that companies are using include two days, at the employees' discretion, mandated in the office; Tuesday to Thursday mandated in the office; and one week in-office a month.

How have employees responded to different hybrid structures?
Employees have responded positively to structured hybrid models, as it eliminates the guesswork that comes with an open-ended hybrid policy. They are also happy to know that everyone else will be in the office the same days that they are, and that there is an understanding that there are exceptions when someone has to miss a day in the office.

What measures are employers taking to ensure employees have meaningful in-person experiences?
Employers are taking measures to ensure employees have meaningful in-person experiences by communicating what days they will be in the office, offering social events like lunches or happy hours, and allowing departments to come up with their own schedules.

AI Comments

👍 This article provides a comprehensive look at how different companies are approaching hybrid work structures and the benefits they are seeing from them.

👎 This article fails to provide any concrete solutions and instead just looks at the different approaches different companies are taking.

AI Discussion

Me: It's about hybrid work structures and how companies are experimenting with different models to maximize productivity and collaboration. It's discussing different approaches that companies are taking, like mandating two days in the office out of four, three days in the office, or having people come in one week a month.

Friend: Interesting. What are the implications of this article?

Me: Well, it suggests that different companies are going to be experimenting with different models to see what works best for them. It also highlights the importance of communication and structure when it comes to hybrid work, as well as the need for flexibility. The article also touches on the need for social events to encourage collaboration and bonding among employees, and the importance of trust and understanding when it comes to exceptions for people who can't come to the office. Finally, it emphasizes that it's important for leaders to listen to their employees and allow department managers to decide what works best for their teams.

Action items

Research different hybrid work structures to determine which one best suits your organization's business model, culture, and values.
Communicate the hybrid work structure to employees to ensure everyone is aware of the expectations.
Monitor the success of the hybrid work structure and make adjustments as needed.

Technical terms

Hybrid Work Structure: A hybrid work structure is a combination of remote and in-office work. It allows employees to work from home some days and come into the office on other days.
Return-to-Office (RTO): Return-to-office (RTO) is the process of bringing employees back to the office after a period of remote work.
Trial and Error: Trial and error is a method of problem solving in which multiple solutions are attempted until the correct one is found.
Flexible Working: Flexible working is a type of work arrangement that allows employees to have more control over their work schedule and environment.
Gallup: Gallup is an American research-based consulting company that specializes in analytics and advice to help organizations improve performance.
Social Events: Social events are gatherings of people for the purpose of socializing and networking.
Butts in Seats: Butts in seats is a phrase used to describe the presence of people in a physical space.
Bimonthly: Bimonthly is an adjective used to describe something that happens twice a month.
Cross-Functional: Cross-functional is an adjective used to describe a team or organization that includes members from different departments or areas of expertise.
Lunch-and-Learns: Lunch-and-learns are educational events that are held over lunch. They are typically used to provide employees with professional development opportunities.
Toxic Resiliency: Toxic resiliency is a term used to describe the ability of an organization to survive and thrive despite the presence of toxic behaviors or attitudes.