How Nonprofits Can Navigate Communicating a Hybrid or Remote Work Policy
Finding the best way forward to create a win-win for you and your employees.
Work policies set clear expectations and help to define work culture — yet with all the unexpected fluctuations caused by the pandemic, it can be difficult to know what works best for you long term.
Many of us who have worked remotely over the past few years have begun to wonder when an official return to the office will happen, if at all.
The changing landscape of new variants, as well as decisions on whether to maintain physical office spaces or not, have contributed to the uncertainty around return-to-office timelines. Some employers invited workers back as soon as late 2020, and nearly three years later, some are still fully remote.
A 2022 Gallup poll found that of those in the United States workforce with remote-capable jobs, it’s anticipated that only 9% will return on-site full time.
Meanwhile, 32% will remain exclusively remote, and 59% will be in the hybrid space, somewhere between 10% and 100% of their time split between the in-person and remote environments.
One thing has become clear: The way we work has changed.
The pandemic showed that for many of us, our jobs can be done from anywhere.
The option to work remotely offers your employees freedom and flexibility to spend more time with their families, save money and time by cutting down on the commute and overall prioritize their mental health.
But we’ve also seen that there are benefits to physically working together. Employees value the opportunity to collaborate and socialize with each other, which in turn connects them to your brand and reminds them that they’re individuals on the same team.
Does the perfect balance exist?
As a leader, you want to make sure your employees are happy and connected.
We’ve got a few ideas to keep in mind as you decide the best structure for your business moving forward.
Here are 3 tips from our nonprofit HR team to help you communicate your updated work policy — whether it’s in-person, remote, or hybrid.
1 — Trust is the most important ingredient when it comes to cementing a work policy.
It’s crucial that your employees trust you to keep their best interest in mind.
If you decide to lay down a sweeping back-to-the-office mandate without explanation, they will likely view this as an exertion of power. This creates tension and lack of trust.
If you view your employees as your most valuable asset, your decisions as a leader need to reflect that.
Before communicating any decisions — whether to stay remote, or come back to the office full-time — ask yourself why.
“Because I said so!” didn’t cut it when you heard it from your parents, and it won’t cut it for your employees.
Think the process all the way through, and make sure your employees have some visibility into that process, too.
This will increase respect and trust in you as a leader, and strengthen your team’s bond overall.
2 — Always come back to communication.
Once you’ve landed on a strong “why,” how you communicate that “why” is just as important.
If you are implementing or strengthening a hybrid work structure, expect that employees will have differing degrees of comfort being back around others.
Regardless of the context each individual brings, you want them to feel seen, valued and accommodated in order to be the best teammate they can be.
It can be tricky to come up with the right verbiage. It’s okay to lean on your HR department to clarify everything that needs to be shared, including expectations, rules and guidelines.
Remember — feedback is an important part of communication.
Rather than sharing a set of hard-and-fast new rules and standing back, it’s important to give your employees space to share how they feel, and it’s more than okay to adjust if necessary as time goes on.
3 — Prioritize your employees, and you’ll find what feels right.
Whatever policy you choose, there’s one important thread that should weave its way through all of your decisions: Your employees.
We’ve said it before and we’ll say it again — your people are your most important resource.
As long as you’re focused on your people’s wellbeing and open to feedback, you’re setting yourself up for success.
Don’t forget that the best way to lead is by example.
To be frank, if you expect your employees to be in the office 9-5 every weekday but you’re never there, don’t be surprised when resentment builds.
Show, don’t tell — lead by example, and you’ll begin to shape a stronger organizational culture.
Even in the big decisions, you’re not alone.
We know what it’s like to work at a busy nonprofit with limited resources. If you need HR support, we’d love to partner with you and support you through these challenges.
