Address hybrid work challenges by enabling employees to collaborate across a network of locations
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In the future, AI co-pilots, gig workers, and skill-based employment will make work dynamics more distributed and unpredictable. Organizations need to help employees go on hyperlocal business trips to maximize opportunities in the new world.
This mobility means changing desks to support a teammate or leaving the office at every opportunity to meet an unexpected prospect in town. What they all have in common is that they move with purpose. I know why you want to change location.
Unfortunately, the coronavirus has completely changed our perception of the value of the office, reducing workplace mobility for many workers at precisely the time when it should be maximized.
Employees were surprised at how much more productive they could be from home
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Knowledge workers during lockdown found working from home to be surprisingly productive, and the dreaded commute suddenly became an option. I’m not going to argue about the mandates of an office like Amazon, but people don’t like being told to go somewhere that doesn’t work for obvious reasons.
At the same time, assigned desks have become a hybrid negotiation tactic. With proper change management and improved hospitality, you can now choose from a variety of (unassigned) office settings, offsetting the hassle of finding a seat. But employees who have endured commutes to spend hours on video calls in mundane offices aren’t willing to take any further steps.
Reduced mobility leads to the perception of “commuting benefits,” where workers either stay at home because it’s easier, or commute and claim assigned seats.
To overcome this conflict of stagnation, we need to learn from two periods of purposeful movement and choice that end many careers: college and business travel.
What can we learn from campus and company trips?
College students fly around campus like bees picking flowers, working in different locations (dormitories, libraries, quads, etc.) depending on their assignments, schedules, and moods.
Students can work at various locations on campus
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Business travelers can choose their airplane seats, hotel rooms, workspaces, and meeting locations based on their personal preferences. Company policy dictates when and how luxuriously they travel, but employees typically enjoy their freedom while traveling.
These moments of movement are fun because they recognize that we have choices and are valuable because we have a clear purpose. Conversely, employees who are required to be in the office lack autonomy, and those who regularly commute to the same office (or desk) are unlikely to do so intentionally.
How can we embrace autonomy and purpose, ease tensions between leaders and employees, and better prepare for the future of work?
An easier step is to reimagine cities and offices as campuses with convenient and purposeful work environments. In your office, create zones for different needs and energy levels. There are many “third places” other than the office. Cafes, hotels, gyms, restaurants and even bank branches are now being promoted as workspaces.
Capital One Cafe in Miami, Florida
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The more difficult step is to build a hyperlocal business travel mindset around this ecosystem of possibilities.
How can companies enable hyperlocal business travel?
Organizations must overcome several cultural, technological, and financial challenges to normalize the movement of workers within these workplace networks while maintaining autonomy and minimizing friction.
manager comfort
Many managers still rely on presence to measure productivity
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The history of presenteeism makes it difficult for some managers to assess employee productivity without physical observation. Some managers feel that they lose control when their direct reports move to a quieter area. It’s even worse to see them depart for nearby coworking sites.
All managers need to learn to measure performance by results (rather than presence) and develop a sense of trust. The mandate to return to the office is also at odds with the idea of on-site business travel, which may be why access to coworking has become more commonly seen as an advantage for remote-first companies.
employee expectations
When a flight is cancelled, disgruntled business travelers look to their employers for support, like a 24/7 travel agency, but rarely hold their employers accountable. You may face similar operational challenges when transitioning from company-run offices to flexible spaces, but we’ve seen employees blame their employers for issues beyond their control. . Workers need to embrace self-sufficiency and understanding, while employers need to offer greater support for third-party workplace experiences.
financial management
Real estate and travel expense management differs from company to company. Real estate moves slowly and is intensively planned, while travel fluctuates depending on season and activity. Suppose a company decides to close offices with predictable rents and provide employees with pay-as-you-go access to a third place. In that case, it will be necessary to review spending policies and budget frameworks.
Want to test whether your company is ready for this change? Buy a day pass to a coworking site in your city and submit your expenses for reimbursement.
support ability
Workers who embrace hyperlocal travel need systems and services that facilitate autonomy and seamless movement.
Occupancy sensors and wayfinding tools enhance mobility within office zones. Aggregator platforms for flexible workspaces direct employees to locations, help coordinate with colleagues, and manage expenses.
Mobile applications help align employees
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Beyond technology, Dropbox created an Offsite Planning Team (OPT) to facilitate employee gatherings as part of its virtual-first workplace strategy. In the first six months, OPT organized over 70 offsites company-wide and reduced offsite planning time for internal customers by 30%.
Plan a local business trip with an eye to future work
Normalizing local workplace mobility, whether around the city or between desks in the office, is essential to the speed of collaboration and organizational resilience.
Providing employees with the right tools and cultural support allows them to thrive in a diverse environment, resulting in three bottom lines:
Lower real estate costs (businesses) Increase employee engagement (employees) More vibrant neighborhoods (cities)
To begin this journey, leaders around the world need to lead by example and experiment. Turn your mundane commute into at least one purposeful, local business trip and send a postcard to your co-workers about the experience.
