Generational Equity Offers Expert Advice On How to Get the Most Out of a Hybrid Workforce

More than 70 Percent of Corporate Leaders Plan Hybrid Models

Generational Equity explains that the future of work is hybrid. Surveys indicate that most workers prefer a mixture of remote and in-office work, and 72 percent of corporate leaders say they plan a hybrid model. Since only 13 percent of those leaders plan to decrease their real estate footprint, they’ll offer the hybrid model within their current workplace. Getting the dynamics of the hybrid model right will be a challenge, Hellwig says. He offers these tips.

Communicate Expectations

Be sure all team members understand workflows, reporting structures, and communication protocols. Also, be sure that each staff member has the equipment to participate fully and work autonomously. Management training will be critical, so managers know how to construct performance goals and measure performance fairly without reverting to measuring performance by presence.

When everyone works in person, they can receive information through observation, bulletin boards, and the general buzz in the office. However, remote workers won’t be able to access these. As a leader in the industry, Generational Equity experts say that management will need to develop ways to communicate policies that put remote workers and in-person ones on equal footing.

Remember the 3 Es

According to a Harvard Business Review article, integrating physical spaces with technology requires engagement, equity, and ease. For example, at many meetings, in-person participants sit at a conference table with a screen at one end, and the remote staff appears in little squares with content next to them. A better option would be to give each in-person participant a screen and create separate screens for staff and content. As another example, office layouts will change to enable participants to have clear sightlines and have microphones readily available, Hellwig says.

Consider Equalizing Perks

Companies also may need to rethink how they offer perks. For example, companies often have social events to celebrate gaining a new account or achieving a milestone. If any of the employees are on Zoom, these socials lose some of their value. Consider sending boxes of goodies to these employees’ homes for them to enjoy, too. Another example is an in-office gym. Companies may want to consider paying for gym memberships near employees’ homes instead, says Hellwig.

Generational Equity

Generational Equity is a company devoted to assisting and educating privately held business owners on successfully growing and exiting for maximum value. We now lead the field, regularly ranking as the premier M&A firm for mid-market businesses.

“Generational Equity is one of the leading M&A advisory firms in North America. With over 250 professionals located throughout North America, the Generational Group of companies help business owners release the wealth of their business by providing merger, acquisition, and wealth management services. Their five-step approach features exit planning education, business valuation, value enhancement strategies, M&A transactional services, and wealth management.”