A Case Study in the Future of Flex Work
02.16.23
Renee Miller
EVP, Talent/General Manager, NY
A Case Study in the Future of
Flex Work
There is no one-size-fits-all solution when it comes to a business’ return-to-office plans. Many companies like Disney, Apple, Netflix, Amazon and J.P. Morgan announced and implemented mandates in 2022, while many others are still considering what to do. Whether it’s a hybrid, fully remote or fully in-office model, there’s no question that the way we work has changed. Companies should consider a balanced solution between the needs of the organization and the needs of employees. It’s no longer practical to think that we will eventually return to the same office environment that we had pre-pandemic. It’s time to embrace the change.
“To me, it feels like the ship sailed. It will never be the same –and that’s not necessarily a bad thing.”
Like most companies, InVision adjusted to our workforce being fully remote. We gave employees the flexibility to move out of state and we hired new talent residing all over the country. But, as time pressed on, we felt that culture and employee engagement could be at risk if we didn’t reevaluate our situation and find a balanced solution. And we just missed being together! What we didn’t want to do was to mandate employees back into the office. While that might work for some companies, it is counter to how we operate. It’s also unlike InVision to neglect our coveted culture. Embracing our community and people is what became the catalyst to reevaluate our return-to-office office plans. Happy employees mean engaged employees.
We approached our plan by turning to the InVision employees for answers. Nearly 15% of our team members in various positions, tenures, locations, age demographics, departments and diverse backgrounds were selected to be interviewed. It was important for the team leading the charge to understand what was working and lacking about the fully remote experience.
We learned a lot.
Working remotely has its benefits and challenges. Many employees felt they could be more efficient in a remote environment. They also appreciated the flexibility that comes with working from home, especially those with younger children. The counter to that is that they expressed feeling like they could never “turn work off” because laptops and phones were always within reach. And, without commute time, the amount of time they spent on calls increased significantly—a plus for productivity, but maybe not for personal balance. Some employees also felt siloed within their workstream teams because they interacted with the same people all day. What was missing was unscheduled interactions with other coworkers. In addition, many of our newer, younger team members, felt like they could learn more when they are able to interact and observe their more senior team members.
With these key insights, we engaged our Shadow Board (a cross-section of younger InVision employees formed to consult with senior leadership) to review the survey results with us and to help with recommendations. The word “recommendations” was important as many felt like “mandates” were counter to our culture. Our solution provides an opportunity for balance while focusing on connection, culture, communication and information sharing.
The following were our recommendations to employees:
· Two days a week in the office for those within commuting distance
· Be deliberate with time in the office
- Schedule face-to-face meetings with your manager and coworkers
- Attend department meetings and staff meetings in the office
· Managers and leadership should be present for employees in the office
· Create in-person experiences for new employees to engage and connect with existing
employees (i.e., orientations, department overviews, training, etc.)
· Create engaging in-office culture events and activities, and encourage all employees to attend
· No meeting Fridays, and fewer scheduled all-staff meetings to free up schedules
In keeping with InVision’s inclusive culture, the team also came back with recommendations tailored for fully remote employees. These are essential members of our team, and it is equally important that they feel the benefits of our culture as well as connection to the team.
· Consider remote workers as their own office – with needs specific to them
· Create and publish a remote worker responsibilities guideline
· Look for opportunities for smaller groups to gather on a regular basis
· Create opportunities to interact with team members (e.g., office visits, extended onsite time, etc.)
The recommendations were well received when announced to the staff at the end of Q4. Employees voiced feeling heard and they felt the recommendations were fair. And yet, we’re not finished; the way we work is going to continue to evolve. Our ongoing goal is to embrace the benefits of remote and in-office arrangements with a flexible work model focused on productivity and employee well-being.
Key takeaways
1. Be authentic to your culture and follow-through. It’s more important than ever to show employees that your company values them.
2. Listen to your employees. Allow them a voice and check-in with them often.
3. Be open and reimagine the way we work. Refrain from thinking it’s got to be one way. Every individual has a different life circumstance.
4. Be flexible. As we have seen, going back to the way we worked years ago will never be the same. Work with the tide, not against it.
5. Include remote employees in your plans—and not as an add-on. Ensure they feel valued and considered in your decisions.
We believe employee engagement is crucial to an organization’s success. We help business leaders create meaningful change by aligning employees with organizational purpose. From message development to communications planning, to employer branding and DEI strategy, we offer full-service engagement solutions to align every part of your organization. Contact your Account Director or info@iv.com to learn more.