← All posts
Resource

How Hybrid Work Can Improve Recruitment and Retention in the Workplace

Published
1 min read · Share:

If you're thinking that now could be the right time to implement a hybrid work model for your business, rest assured - your instincts are on point. According to a recent survey, 83% of employees want the option of a hybrid workplace, and 63% of high-growth companies have already rolled out flexible hybrid policies for their teams.

Not only does this "productivity anywhere" format help nurture healthy and happy teams who perform at the highest level, but the hybrid work model can also improve both recruitment and retention in the workplace. Here's why transitioning to hybrid is a smart move if you're looking to grow your team - plus we'll share some ideas for creating a hybrid culture that will both attract and retain strong talent.

What Are the Benefits of a Hybrid Workplace?

In the aftermath of 2021's Great Resignation and recent layoffs, valuable candidates are currently flooding the job market. So if you want to be competitive with other employers and recruit these high performers before anyone else snatches them up, offering a hybrid work model is a must.

A report from the International Workplace Group (IWG) found that 83% of candidates are more willing to apply for a role if the organization allows location or schedule flexibility. Two-thirds of job seekers, aged 25-34, won't even consider a position unless hybrid work is available.

What is it about hybrid workplaces that are so attractive? Indeed, there are numerous benefits. In fact, the hybrid model is such a major selling point for retention in the workplace that most employees would forgo a 10% salary raise if it meant not returning to the office full-time, IWG also points out. Consider the following hybrid work benefits and the positive effects they can have on your recruitment and employee retention goals:

  • A hybrid workplace can lead to more feelings of inclusion. Committed to promoting diversity and inclusion? The option for remote work and/or working from home is more strongly preferred by those who face discrimination, exclusion, or a lack of representation in office environments, McKinsey data reveals. LGBTQ+ employees are 24% more likely than heterosexual ones to leave a job that isn't hybrid; Black employees are 14% more likely to leave than White employees; those with disabilities are 14% more likely to leave than employees without them; and women are 10% more likely to leave than men. For such groups, hybrid work can improve mental health and reduce the risk of burnout.
  • A hybrid workplace improves morale and work-life balance. According to Owl Labs , 84% of those who work remotely at least some of the time report higher job satisfaction; 83% feel it increases their ability to manage both personal and professional commitments; and 79% agree it reduces their overall stress. This flexibility to determine where (or even when) they work has a serious impact on employee retention rates too, Owl Labs notes - 75% of employees would be less inclined to quit their current role if they had a hybrid work schedule.
  • A hybrid workplace can boost performance and productivity. A recent poll from the virtual collaboration channel Citrix found that employees tend to perform better when given the autonomy to choose their work location: 69% of hybrid teams feel more productive, compared to 59% of on-site employees. About 70% of hybrid teams also feel a strong connection with their leaders, coworkers, and organization which motivates them to put in more effort, compared to 56% of full-time office employees who feel this motivation.

But ... How Do You Create a Strong Hybrid Work Culture?

Here's the bottom line: the pros of a hybrid workplace model far outweigh the challenges. However, it's not enough just to make flexible options available. It's important to create a healthy hybrid work culture that will attract talented new hires and incentivize them to stay for the long term.

An optimal hybrid work culture prioritizes team connection, trust, engagement, and collaboration. Everyone must be looped into critical information and decision-making. They must also feel valued as contributors with equal access to growth opportunities. Here's how to establish a hybrid working culture that will boost retention in the workplace.

  • Trust your team members to do their jobs. While 57% of business leaders agree their teams have been more productive since transitioning to a hybrid work model, only 30% feel there's a strong level of trust between employees and their direct supervisors, PwC reports. As the leader, it's on you to combat this issue by making it clear you trust each team member to perform the role they were hired for. This means no micromanagement - skip taking attendance or closely monitoring their activities. When you show confidence in your team, they'll rise to the occasion.
  • Normalize hybrid policies at all organizational levels. Normalizing hybrid work from the top down will relieve the pressure that some employees might feel to come into the office despite wanting to be remote. It can also help combat proximity bias , the tendency to favor in-office workers over their remote colleagues.
  • Get together in person when it matters most - for collaborating. A strong hybrid work culture depends on how successfully its team members can work together - especially in person. While managers are more likely to feel concern about productivity levels in a remote or hybrid work model (a fear that's been dispelled), 75% of employees cite team collaboration as the one area that suffers most, according to a survey from Lucidspark . Investing in a hybrid team assistant such as Team Sync , which is specifically designed to keep everyone's schedules visible to all, can help teams get together more easily on site. It's also important to invest in virtual tools like Slack and Zoom to maximize virtual collaboration.
  • Think beyond location flexibility - offer flexible hours too. In a hybrid structure, teams can be scattered across various time zones. Team members may also be managing other obligations such as child care. Because of this, the Monday through Friday, nine-to-five format may not be suitable to everyone. One company that's leading the push for flextime is Salesforce . "It no longer makes sense to expect employees to work an eight-hour shift to do their jobs successfully," points out Brent Hyder, Salesforce President. Some employees are more productive in the morning, while others hit their stride in the evening. Some need to balance work hours with family or personal commitments. Some may prefer to compress their tasks into four 10-hour days. As long as deliverables are met, Salesforce workers have the freedom to manage their own time and customize their schedules.

Get More Out of Your Recruitment and Retention Efforts with a Hybrid Work Model

If you want to both attract and retain a high-performance team, it's time to switch over to a hybrid workplace model or commit to it fully. Not only is this what job seekers want, but it will also yield significant benefits for your business as a whole. Flexibility boosts morale and satisfaction, promotes a more inclusive culture, and increases productivity - all of which spell organizational success.

‍Looking for more help with hybrid team coordination? Scoop's Team Sync is the first assistant built to eliminate time spent scheduling for hybrid teams. Get it for free.

Get your free download now!

How Hybrid Work Can Improve Recruitment and Retention in the Workplace

Speakers

No items found.

Keep reading

Webinar

The Great RTO Debate: To Mandate or Not?

Is enforcing a return to office actually doing more harm than good? Join Scoop Technologies CEO and Co-Founder, Rob Sadow, as he examines the implications of mandatory RTO policies, what today’s employees really want, and how leaders can find common ground without sacrificing top talent or workplace culture.
Resource

The Pros and Cons of Hybrid Work Schedules

Stuck on the right hybrid schedule for your team? Here's our take on the opportunities and challenges of the three most common hybrid schedules.
Resource

How Do You Measure the Productivity of Hybrid Employees?

When hybrid managers and employees don't see eye to eye on productivity, everyone loses. Read on to learn what managers *should* be doing today to get an accurate pulse on productivity.
Resource

Introducing Snapshots: A Single Summary of Your Team’s Hybrid Schedules

With Team Sync Snapshots, get the answer to "who's going in?" before you even have to ask.

Get Team Sync free

Make every trip to the office count

Google play store iconApple App store icon