Survey Your Employees Before Going Hybrid

Are you thinking about transitioning your team to a hybrid work model? Before you make the switch, it's important to gather input from your employees to ensure that the transition is as smooth as possible.

The COVID-19 pandemic has seen many companies and businesses shift operations from in-office to working from home. The work-from-home model has proven to be efficient and cost-effective. However, there is no denying that the office has its own importance. Thus, companies have opted to incorporate the two for a synergistic result in a hybrid system of working.

"What is a hybrid office?” you may ask. A hybrid work model refers to a blend of remote and on-site work, and it can take many forms, such as working some days at the office and some days remotely or having a rotation schedule for employees.

This flexibility can have a lot of benefits for employees, such as increased work-life balance and reduced commute times. It can also have some downsides, such as a lack of team collaboration or productivity.

If you're still undecided about picking a workplace model, check out this guide (Guide to Picking a Workplace Model: Remote vs. Hybrid vs. In-Office) to help you decide.

Through a hybrid workplace survey, you can understand how your employees are currently working, what their needs and preferences are, and how to incorporate them into the hybrid model. It can also help identify the potential challenges and how to mitigate them. The data collected from the survey will help you create a plan and a communication strategy that address the specific needs of your team, so you can be sure that the transition will be as smooth as possible.

In this article, we will explore the importance of surveying employees before transitioning to a hybrid work model, the key questions to ask, and some best practices for conducting a survey that yields meaningful results.

Let's begin with why it's important to conduct employee surveys.

Change is hard

Transitioning from a traditional office model, such as 1:1 desk assignments, or from being fully remote to a hybrid model can be challenging for companies. Because company culture is so deeply ingrained, changing it can be a challenging ask.

Employees may have developed routines and habits that align with the previous model, and adjusting to a new way of working can be unsettling. Similarly, managers may have to adapt to new forms of communication and collaboration, all of which take time and effort.

It's important to acknowledge the challenges and offer support and training to employees and managers during the transition to ensure a smooth transition. Furthermore, involving employees in the decision-making process can help increase buy-in and acceptance of the change.

There may also be concerns about productivity and accountability. With employees working remotely, managers may have a harder time monitoring progress and ensuring tasks are being completed on time. This can be especially true for teams that rely heavily on face-to-face interactions and collaboration.

Misgivings about technology infrastructure can be another reason for resistance. Having a solid technology infrastructure in place is crucial for a successful hybrid model. Companies need to ensure that employees have access to the necessary tools and resources to work remotely and communicate effectively with their colleagues. This may require additional investments in hardware and software, as well as training for employees on how to use these tools.

Several businesses may also be unsure about the impact the hybrid model may have on their employees’ well-being. Remote working can lead to feelings of isolation and disconnection from the company culture. Managers should take steps to ensure that employees feel connected to the company and their colleagues, even when working remotely.

Differences in Management Styles & Culture

The way that changes are handled in different companies can vary widely depending on a variety of factors, including the company culture, management style, and the nature of the change itself. Autocratic management styles tend to make decisions unilaterally and implement changes quickly, while democratic management styles tend to involve employees in the change process and take a more collaborative approach.

Some companies may have a more centralized, top-down approach to change management, where decisions are made by upper management and communicated to employees without much input or feedback.

Other companies may have a more decentralized, bottom-up approach, where changes are initiated and driven by employees and managers at all levels of the organization.

How quickly companies implement changes and adapt to them also differs. In some companies, changes are implemented quickly and with minimal planning or communication, while in other companies, changes are implemented slowly and with a lot of planning and communication. Some may have a more formal change management process in place, with designated teams and procedures for implementing changes, others may have a more informal process with little structure or oversight.

The readiness of the company to change and the perception of the change among employees can also play a role in how changes are handled. A company that has previously gone through changes and had a positive experience may be more open to new changes, whereas a company that has had negative experiences in the past may be more resistant to change.

Why Consultation Works

Going hybrid is a change that affects your employees the most, and a consultative, democratic process is often considered the most ideal when deliberating over transitioning to a hybrid working model.

Consultations allow for the input and participation of employees in the decision-making process. This approach can lead to greater buy-in and acceptance of the change among employees, as they feel that their opinions and needs have been taken into account.

By involving employees in the decision-making process through hybrid employee surveys, managers can address these concerns and work with employees to find solutions that meet their needs. This, in turn, can lead to a more successful transition and a higher level of employee engagement and productivity.

A consultative approach practically ensures that the transition to a hybrid model is successful and that employees are engaged and committed to the change.

People need some control

A psychology study shows that people need to feel in control of their work and lives in order to be successful and productive. Another says that employee control over work can reduce stress and enhance motivation and growth.

Put together, these two studies show just why it’s so important for companies transitioning to a hybrid work model to give employees more say in the decision making process.

When employees feel that their opinions and input are not valued, they may be less likely to accept and support the change. A consultative approach can help to avoid this by involving employees in the decision-making process and seeking their input and feedback.

Companies That Successfully Navigated Through Consultation

Dropbox conducted an employee survey to determine employees' opinions on hybrid work. Almost 90% of Dropbox employees agreed that they are just as productive when working from home as when they are in the office.

Figma also recently launched an employee survey to solicit feedback on a variety of topics related to the transition to hybrid work.

Hubspot conducted an employee survey too, and Hubspot employees indicated the need for the company to become a hybrid.

What Questions to Ask

It's important to ask the right questions to gain the insights you need. The Most Important Survey Questions to Ask Employees About Going Hybrid are:

Survey Questions

1. I would consider leaving if flexible work was not an option at [Your Company]. (1- Strong Disagree . . . . 10- Strongly Agree)

2. If given the option, how many days of the work-week would you come to the office? (0 / 1 / 2 / 3 / 4 / 5)

3. I feel safe returning to work in-person at the office. (1- Strong Disagree . . . . 10- Strongly Agree)

4. I have everything I need to be able to successfully complete my role while working remotely. (1- Strong Disagree . . . . 10- Strongly Agree)

5. What is the office better suited for compared to working remote (select all that apply):

Keys to success

When it comes to transitioning to a hybrid work model, there are a few key pieces that need to be in place for it to be successful. One of those key pieces is having the right tools to manage and organize the hybrid policy.

That's where Zynq comes in. It's an all-in-one platform that helps offices use, manage, and optimize their space. It's like having the missing piece that makes the puzzle complete. With its smart desk and room bookings, visitor management, health and vaccine screeners, collaboration tools, and much more, it empowers companies worldwide to embrace hybrid work with ease. And its enterprise analytics give businesses the insights they need to make data-driven decisions.

Zynq is trusted by the best in various industries, such as Amex, H&M, Albertsons, Deciem, and the LA Dodgers. They have already unlocked the potential of the hybrid work model with Zynq. So, don't miss out on this missing piece of your puzzle. Zynq can help you achieve success in your transition to a hybrid work model.

The Take-Home Message

In conclusion, transitioning to a hybrid work model can be like trying to navigate uncharted waters. But by surveying your employees, you can get the map (input) you need to navigate the journey with confidence. It's like having a compass to guide you on your way, making sure you're headed in the right direction and that your crew (employees) is on board with the voyage. So, don't miss out on this opportunity, survey your employees, and set sail on a successful journey to the hybrid work model!