“[In] a hybrid policy, there’s strategy from a people lens and from a business lens. Those two things need to be very aligned when you’re deciding what kind of employer and company you want to be,” says Amy Hsuan, vice president of people and strategy at Mixpanel.
There are several considerations for organizations to consider when adopting a way forward, she says, such as what does the business stand for? Which rivals are candidates comparing your business with? And what is your employee value proposition and how is it different from other firms?
“Starting from that visionary standpoint helps you decide what strategy is going to make sense to support the vision or the employee value proposition,” she says.
No easy task
To complete a successful transition to hybrid, this involves a deep look into all facets of the business, according to a report from the Leeds University Business School in U.K., who canvassed workers for what they are looking for.
“An effective hybrid workplace is more than a HR policy or office design issue. It is a socio-technical problem, essentially affecting all aspects of work and requiring knock-on changes to IT, work processes, organizational goals and culture to be successful,” says Matthew Davis, lead author of the report and associate professor in organizational psychology at Leeds.
