The future of work is changing. Human resource professionals around the world are grappling with what work looks like for their employees. Some are choosing to remain fully remote, others are returning to the office full-time, and still others are opting for a hybrid arrangement. Chief Human Resource Officers around the globe believe that integrating remote work into your organization is the best path forward, but acknowledge the challenges.

Members of Gallup’s CHRO Roundtable, the biggest group of large-company CHROs in the world, believe that integrating remote work, at least to some degree, is the future of work. Workplace flexibility is now expected by most employees, so companies who don’t offer this kind of environment are losing their employees to more flexible companies. Strong opinions abound from some high level leaders about returning to work, which is leading to difficult conversations and decisions for many organizations wrestling with the pros and cons of hybrid work.

Overall, the hybrid work model is becoming the preferred path forward for most large companies. Fewer organizations are choosing to remain fully remote or fully on-site. Integrating remote work into your organization provides both on-site accountability and productivity as well as the flexibility to accommodate new expectations about work and life many employees have experienced during the past year. This hybrid approach, also dubbed “flexibility with a framework,” is an option that’s gaining attention and support by many CHRO’s as the benefits of a hybrid workplace become more clear. 

Some of the best practices that are emerging for integrating remote work into your organization include:

  1. Staying in touch with your employees. Ask them how they’re doing, listen to their needs, and respond appropriately. The success of remote work depends on strong communication across the organization. Constantly evaluate what’s working and what’s not and iterate as needed.
  2. Focusing on a strong culture. Your culture is more than a motto or promise. Use on-site work days to build teamwork and camaraderie between managers and employees and across departments. Blend work time and social connection to support wellbeing and manage employee burnout
  3. Expanding your talent pool. With access to workers across the globe, consider how you can source top talent for your organization. The world is now your employee pool when you eliminate the confinement of location. Seek high level talent to strengthen your teams.
  4. Choosing a schedule that best suits your organization. While many organizations are opting for a weekly combination of remote and on-site days each week, some companies may do better with monthly, quarterly, or annual on-site gathering instead. Don’t feel confined by a single workweek schedule.   
  5. Equipping your employees with good technology. Reallocate operational expenses toward technology that supports off-site productivity. Your employees need all the tools they have access to on-site to perform their jobs well at home. Invest in platforms that support good communication and high speed connections. 

While the future of work is still evolving, integrating remote work into your organization is a crucial step to stay competitive in the changing landscape.