Why the C-suite should stay out of hybrid work scheduling
Using data and employee feedback, companies can set up a schedule that strikes the best balance for their people.
Why should the C-suite avoid dictating hybrid work schedules?
The C-suite should avoid dictating hybrid work schedules because a one-size-fits-all approach may not be effective. Office managers and frontline managers are better positioned to design schedules that cater to the specific needs of individuals and teams. Employees desire the freedom to establish their own routines and make adjustments as necessary, which can lead to better engagement and productivity.
What does employee feedback indicate about hybrid work preferences?
Employee feedback indicates that 60% of workers want more structure in their organization's hybrid policy. Data shows that employees prefer to come into the office on Tuesdays through Thursdays, while Mondays and Fridays are favored for remote work. Additionally, there has been an increase in consistent attendance, with 31% of employees coming in on the same days each week.
How can companies effectively implement hybrid work schedules?
Companies can effectively implement hybrid work schedules by utilizing data from platforms like Robin to track attendance patterns and gathering employee feedback for adjustments. Establishing a feedback loop is crucial, as it allows organizations to make timely tweaks to their strategies, ensuring that employees feel supported and that the hybrid model is functioning well.
Why the C-suite should stay out of hybrid work scheduling
published by Quality Point IT Consultancy
Quality Point IT Consultancy is a specialized, multi-disciplinary solution provider focused on delivering comprehensive ICT solutions. We offer end-to-end design, development, implementation, integration, and support services for SMB and enterprise customers.
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