Cohort schedulesĬohort schedules enable employees to work in the office on certain days or weeks on a regular basis. So, now we’ve covered some of the most important points to consider when creating a hybrid remote schedule, let’s take a look at some of the main schedule models, and their pros and cons. You need to make sure that all employees are kept in the loop, and are aware of exactly where their coworkers and managers will be working from, and on which days. Without having asynchronous, transparent communication, ensuring fluidity between the office and virtual workplace is almost impossible. Think about how you’ll navigate equity do some people or departments need to be in-office more than others? If so, how do they feel about that? How will you ensure nobody gets special treatment, or is overlooked?Īnd finally, regardless of the type of hybrid remote schedule you create, how will you manage it? What tools will you use to keep everyone’s plans visible? Successful remote work hinges on robust communication, and though it might sound counterintuitive, this generally requires a remote-first policy. When this is replaced by hybrid working, you run the danger of creating two profoundly different employee experiences. One of the biggest benefits to working in an office is that they act as social levellers, guaranteeing a degree of fairness between employees.
![hybrid work schedule hybrid work schedule](https://www.napnameplates.com/wp-content/uploads/2021/04/P836-10-R-GR.jpg)
![hybrid work schedule hybrid work schedule](https://www.frhsd.com/cms/lib/NJ01912687/Centricity/Domain/4/hybrid%20sched%20model.png)
When you can’t rely on the spontaneous collaboration of an office, how will you ensure collaborative work doesn’t suffer? How will people know when they can collaborate in-person with their coworkers, or when they should schedule meetings? And when half the team is WFH and the other half is office-based, how will you ensure company silos don’t form?Įquity is another super important factor to consider when drawing up a hybrid work schedule. Then, you need to think about collaboration between departments. So, it’s important to figure out what your own employees want, as this should inform how much flexibility your schedule provides. A study by Gensler found that 52% of people want to work from their office between two and four days a week 29% want to remain in the office full-time, and 19% prefer to work from home full-time. What this means is that the level of flexibility given to employees must be carefully considered, and you need to think about whether your schedule will sufficiently support your employees’ desire for autonomy. Employee autonomy and flexibility lie at the heart of this, and for your schedule to work long-term, people need to feel like they have enough control over the ways they work. The past year was one of enormous change, and one of the biggest shifts in the workplace has been a desire to build more human-centric relationships. When creating a hybrid remote schedule, it’s important to remember that the post-pandemic world is a very different to that of 2019. So if your company is moving to hybrid work-whether long- or short-term-here’s everything you need to know to create a hybrid remote schedule that works for everyone.Ĭonsiderations of hybrid remote schedules Hybrid remote work is the future – and while this is definitely a good thing, it raises new concerns for companies, many of whom are already struggling to keep up after such rapid digital transformation.Ĭreating a sustainable, equitable and productive hybrid remote schedule for all employees is no easy feat, and we must take into account factors like autonomy, collaboration, culture, and importantly, ensure there’s a sense of equity between team members-no matter what their schedule looks like. After more than a year of enforced remote work, it’s clear that WFH is going nowhere.