Step 1: Rethink Remote/Hybrid Jobs

The shift towards remote and hybrid job structures demands a radical rethinking of traditional employment models. This transformation is not just about where work gets done but also how it gets done, challenging the long-held notions of productivity, team collaboration, and employee engagement. As businesses adapt to this change, it becomes crucial to reassess job roles and responsibilities to ensure they align with the new dynamics of remote and hybrid work environments. By doing so, organizations can unlock unprecedented levels of flexibility and efficiency, catering to the diverse needs and preferences of their workforce.

Rethinking remote and hybrid jobs requires a deliberate approach to defining job expectations and performance metrics that transcend physical office spaces. This involves crafting job descriptions that are remote-relevant, ensuring that employees understand their roles and responsibilities irrespective of their location. It also means embracing technology and digital tools that facilitate seamless communication and collaboration across distributed teams. It necessitates a cultural shift towards valuing output over hours logged, fostering a trust-based relationship between employers and employees. This cultural evolution not only enhances work-life balance but also empowers employees to contribute their best work in a manner that suits their lifestyle and preferences. Rethinking remote and hybrid jobs offers an opportunity to tap into a broader talent pool, breaking free from geographical constraints. This openness to hiring talent from diverse locations not only enriches the organizational culture with varied perspectives but also enhances competitiveness by attracting high-caliber candidates who seek the flexibility these work arrangements offer.

To fully realize the benefits of remote and hybrid work, companies must invest in building a supportive infrastructure. This includes developing robust remote work policies, offering resources for remote leadership training, and fostering an inclusive environment that ensures all employees feel connected and valued, regardless of where they work. As we navigate this shift, rethinking remote and hybrid jobs becomes not just an operational necessity but a strategic advantage in the modern business landscape.

Flexibility and Innovation

In the modern workforce, flexibility has become a cornerstone of employee satisfaction and competitive advantage for employers. The following videos explore the transformative approach to rethink jobs for remote and hybrid work, demonstrating how even traditional positions can adapt to the evolving demands of the labor market and the preferences of today’s employees.  Access the videos or read the transcripts below to learn more.

Note: In this demo, you will experience an excerpt of a  recording of a webinar presentation.  Media within the course do not consist of webinar recordings.

Play Video about a meeting scenario where a young man in a casual denim jacket is gesturing during a conversation, with a large screen showing an older woman who seems to be speaking. The meeting attendees are seated around a table with laptops, looking engaged in the discussion.

Rethinking Job Structures for Remote Work Compatibility

You’re probably asking which jobs are best for remote work? To win the competition for employees, we must open our minds and change the way we think about jobs. In today’s labor market, employees want flexibility. Therefore, to attract and retain quality employees, we must think of ways to add flexibility to our job. Instead of asking, “Can this job be a remote job?” we must now assume that nearly every job has some elements that can be done remotely. We must now ask, “Which parts of this job can be remote?” When you ask this question, the results may surprise you.

Surprising Roles Adapted to Remote Work

Occupational therapy has traditionally taken place in person. However, US News and World Report now lists occupational therapist as one of the top 20 fully remote jobs in America. If you don’t think a position like admin assistant can be done remotely, think again. Here’s a help wanted ad for a full-time, fully remote admin assistant in the hospitality industry.

Analyzing Traditional Roles for Remote Potential

To illustrate the job analysis process, let’s analyze a traditional job like restaurant manager to identify which tasks can be done from anywhere with the help of basic technology. The following tasks can be done remotely: scheduling staff, tracking employee hours, recording payroll data, ordering food and supplies, creating reports, scheduling employment interviews, developing a budget for the week, scheduling training, and reviewing and updating the menu. Perhaps all of those tasks could translate into one remote work day for the manager who works a six-day week.

The Competitive Advantage of Offering Remote Flexibility

Adding flexibility to a position can pay off when trying to recruit and retain quality employees. For example, look at these two job openings: one is on-site, and one is hybrid. Which job will an experienced professional choose? The research indicates that most workers would choose the hybrid job. By including even one day of remote work per week, you can make your open position more attractive to qualified workers.

Remote and Hybrid Workplaces

This resource examines different types of remote work and pros/cons for each.

Play Video

Exploring Remote Work Options for Your Employees

You may be asking, “What remote options can I offer my employees?” Surveys indicate that most employees still value going into the office, and they want to work on-site, but employees also want the flexibility of working remotely. You can reap the benefits of having employees work on-site and remotely when you combine both formats and implement a hybrid work environment. Let’s look at the benefits and challenges of the two remote options: 100% remote and hybrid.

The 100% Remote Workplace

The 100% remote workplace has no requirement to work on-site in a company office. Regarding the pros of 100% remote work, when the job is 100% remote, you can draw from a larger labor pool, which can be regional, national, or international. When employees do all of their work remotely, they don’t need a company office space. This can reduce overhead costs. Employees want flexible work arrangements, and 100% remote work provides that.

However, there is one con. Employees who never work inside your office building miss out on the spontaneous interactions that occur on-site. But there’s good news: with remote leadership training, supervisors can learn to actively engage remote employees and infuse the company culture. When supervisors know what to do, they can make remote employees feel appreciated, heard, celebrated, and part of the team, just as they do with on-site staff.

The Hybrid Workplace

The hybrid workplace allows employees to work remotely part of the time and work in the office part of the time. The hybrid workplace has several pros. With hybrid work, employees benefit from the social and work-related interactions that occur within a physical office. Hybrid also allows employees flexibility to work remotely part of the time. This enhances employees’ work-life balance. In national polls, most employees prefer hybrid work arrangements over fully remote or fully on-site. Hybrid also benefits employers because the flexibility contributes to employee job satisfaction. Satisfied employees are more likely to stay with their employer. Furthermore, the on-site interactions of hybrid allow employers to reinforce company culture.

The one con of the hybrid workplace is that you’re drawing from a smaller, local pool of talent rather than the larger labor pool that’s available for 100% remote work.


Adapting Remote Work to Fit Different Positions

As an employer, you can adapt remote work in ways that make sense for different positions. For example, in one department, employees can alternate between remote days and on-site days. In a different department, all employees could work remotely unless there is a special event that requires their attendance. And finally, you can have teams that are 100% remote, and they never go into the office.

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