Hybrid options between Fully Distributed and In-Office
After a year of work-from-home, many companies are reevaluating where their employees should be working from. Remote work defenders cite productivity and work-life balance, in-office enthusiasts talk about collaboration and serendipity. Both sides are correct, under the right circumstances. The decision to return to the office or go fully remote needs context - and it is not an either/or decision.
Work from home is not remote work
A year ago, while homeschooling my twin preschoolers, working a full time job and not being allowed to leave the house, I wrote a post about how this looked nothing like “traditional” remote work. Those who say that the remote work experiment has failed should stay in their office for a week, while educating and feeding a couple of toddlers. I’d argue that this "in-office work" experiment would fail just as spectacularly.
Remote work requires the same support structure as in-office work. Childcare, an appropriate work station, a door to close for video conferences, and the ability to log off at the end of the day, these needs don’t just go away because there’s no office. The advantage of remote work is the flexibility in offering this support, tailoring it to your employees’ realities.
Office-based and distributed work spaces
Office-based means that work happens at the office. The company provides work stations and equipment, meetings happen in person, lunch breaks happen in the break room or in a nearby restaurant. Employees show up, work, then leave. While they have relatively few options to adapt work to their specific reality, they benefit from a clear structure that everyone respects.
Fully distributed companies do not have a fixed office. Employees can choose where to work from. Usually this translates into a home office, a coworking space, or a café. Digital nomads are much less frequent than their online presence suggests. Usually the company provides a stipend for workplace expenses while the employee makes the decision on how to set up their space.
Office-based and distributed work practices
By default, offices are social and collaborative, while remote work is productive and result oriented. The physical proximity in an office provides at the same time easy exchange of information, as well as interruptions. Knowledge passes from person to person, instead of being codified. This allows for bonding and quick onboarding, relying on specific people as knowledge hubs. On the other extreme, fully distributed settings encourage self-directed work, clear goal definition and asynchronous discussions that are accessible independent of specific people.
If the goal is a hybrid setup, the challenge will be integrating the advantages and bridging the differences. Otherwise, there is a high risk of creating a two-tiered membership for the company.
Remote-friendly: office based with work-from-home perks
Remote-friendly refers to an office-based company which allows working from home under specific circumstances. The default is going to the office, unless there is no other option. Employees can work from home if a child is sick, or a contractor needs access to their home for reparations. However, it is not the norm and seen as an exception.
In some companies, remote-friendly means a set number of work-from-home days or the option to work from home on specific days of the week. The company does not invest into creating full remote work settings for their employees, and relocating for a longer amount of time is discouraged. Those with ambitions do well in coming to the office regularly to create the network required to advance in-company.
Remote-first: distributed default with office perks
Remote-first means going to the office is strictly optional. All processes and practices are created ignoring the office. Necessary meetings are held via video conference, and many discussions and presentations happen completely asynchronous.
In this case, the office is available for employees who happen to live in (or travel through) the area. Outside of client meetings, the office space becomes almost a coworking space. This also means that collaboration and social connections happen outside of the office. Collaboration happens via online tools, social connection is often transferred to local communities.
There is no one-size-fits-all
Personally, I am an avid ambassador for remote work practices. And yet, remote work is not inherently better (or worse) than an in-office workplace. Some people prefer in-office, because they can rely on a shared understanding of what it means to be and work in an office. Others feel more comfortable in a remote setting, because they can shape their work to integrate with other aspects of their lives. Both are sensible positions, and they are not the same.
Moving employees from an office environment to a remote work setup without actively managing the necessary changes in communication and organization will lead to frustration and loneliness. Even those who enjoy sharing an office for eight hours will have difficulties with spending the same time on conference calls. So, instead of trying to transfer the office to the living room, it’s time to adapt the way we work.