Learn how can a company motivate its employees to come into the office as part of the hybrid working model.
The benefits of remote work seem to be endless. However, a remote team can only work well if one basic requirement is met: motivation. Demotivated employees work less productively and less efficiently, and in the long run can jeopardize the integrity of management. We must not forget that in addition to working in a home office, working in an office can also have its advantages. For example, direct communication can sometimes be easier in the office, and the corporate culture is stronger when people physically meet from time to time.
So how can a company motivate its employees to come into the office as part of the hybrid working model?
Working at home means working comfortably. People have become accustomed to no longer leaving the house every day in a suit, but rather to jeans and a T-shirt. Employers don't have to accept every degree of casualness, of course, but they should think about how the dress code in the office can be relaxed and employees can feel as relaxed in the office as they do at home.
The hybrid model has fewer fixed working hours. If I can decide when and how I work at home, I should also be given this flexibility in the office. Companies should think about a flexible planning agreement that allows employees to choose their working hours more or less freely. Some may like to start work at 8 in the morning, others may start later but stay longer. Flexible working hours are synonymous with happy employees.
Arguably, the greatest benefit of physically gathering in the office from time to time is the opportunity to build personal connections with colleagues. Companies should create an environment that fosters interpersonal relationships. The result will be happy and well-adjusted employees.
Employees have fallen in love with remote work and it's up to the employee:to make office presence enticing again and increase retention rates and thus the success of the company.
In summary, it can be stated that remote teams can very well be motivated to work efficiently, and also to do so locally in the office. The prerequisite for this is above all a basis of inclusion, trust and a feedback culture.