top of page
  • Writer's pictureBrad Weinbrum

Differentiating remote vs. hybrid and how to make it work for YOUR company

As a company leader, your vision and goals for the business haven’t changed. In fact, they’ve probably become even more aggressive. This can present a mental challenge when simultaneously you’re being asked to embrace a new hybrid or remote work environment. Will we lose productivity? Will outcomes decrease? What is the trade off? Let’s take a look at how to embrace the same business goals, with a different, and frequently more effective pathway: hybrid work.

Hybrid vs. Remote by definition

Remote: A job that can be done from anywhere, worker is NOT required to go to the office.

Hybrid: A job that can be done remotely but the employer requires employees to go to the office at least one day a week. (Note- 4 days in the office is NOT hybrid)

Some of the immediate obvious benefits of enabling remote and/or hybrid work include increased employee satisfaction and retention, while also reducing resource overhead. Employees today demand it; your competitors are offering it. How can you make these models work for you?

How to make hybrid/remote work, work for your organization:

  • Define your culture: What makes it a great place to work? How does your company stand out among others? What is your investment into your employees? How are you communicating that to employees?

  • Define metrics: Measure results, not just time spent at the computer. Well established metrics make performance measuring a lot easier and ensure employees know what is expected from them. They also want to know they are meeting and/or exceeding expectations. Well defined metrics help identify areas for improvement and make for great coaching conversations. 

  • Offer flexibility. Whenever possible, offer flexibility to do the job at the time that is more convenient for the employee.

  • Don't lose the human touch: Establish a cadence for video meetings (one-on-one and as a team) and stick to it. Create specific agendas where non-work-related topics are encouraged and welcome. As often as possible and depending on location, try to coordinate in person events (meetings, social, training, etc.)

  • Provide support: Ensure employees have easy and continuous support around the clock, including adequate IT support. Create FAQ's, training, chat rooms, blogs, assign mentors, etc. so there are always resources available. 

  • Provide great leadership: Lead by example, provide clear direction, praise, and encouragement when appropriate, support when needed and continue to develop your people.

For more information on transitioning your company to embracing hybrid and/or remote positions, call Nivalmi today. Our experienced, talented team of executive recruiters are here to help move your company forward.


bottom of page