The Snag for Hybrid Work Arrangements Isn’t What You May Think

The sticking point for managing the post-pandemic workplace environment isn’t lack of a plan. On the contrary, advisory firm BlueSkyre IBE says, most buildings and tenants are highly prepared to welcome employees back to the office, having developed plans and outfitted their buildings to ensure safety, comfort and well-being while accommodating the growing demand for remote work opportunities that provide the flexibility to recruit and retain talent.  

The issue is something a little more nuts-and-bolts: large numbers of employees lack access to stable high-speed internet service at home. This creates a paradox as companies navigate the new normal in a post-COVID world.  

That’s the finding of a first of-its-kind occupancy survey conducted by Blue Skyre with the Counselors of Real Estate, International Facility Management Association, Institute of Real Estate Management and International WELL Building Institute, with advisement from Peter S. Kimmel & Associates. 

“The COVID pandemic will have a lasting impact of redefining how and where people work. It also placed a new lens on the health, safety, wellness and productivity of employees,” said Maureen Ehrenberg, CEO of Blue Skyre. “The workplace seems to be well-prepared for a re-occupancy, which is healthier and occupant-friendly with more wellness and concierge services. 

“With the challenges of reliable high-speed internet serving employees at home, it’s arguable as well that the workplace at times may be more productive, especially when meeting and collaborating through video conferencing is a critical component of remaining visible and engaged with clients and team members,” she continued. 

Added Kimmel, “The hybrid workplace clearly has arrived and will not go away. The next step is to conduct additional research on how to make the hybrid work arrangement most successful. I expect that to do this, there will be studies on the types of work and workers best suited for office and remote work locations, and what can be done to enhance productivity for each.” 

The survey found that 68% of companies have created a return-to-occupancy task force and nearly all crosscut many corporate functions, including property and space management, human resources and IT.  

In addition, a large majority of building managers have or are preparing a documented return-to-office plan (84%) and are confident in the plan (90%). They also are preparing for potential COVID surges; 60% already have a documented contingency plan and 30% are preparing one. 

Asked how companies are planning to retain talent, 58% of those surveyed say they will allow employees to choose how many days to work remotely. Other top strategies companies are choosing to retain talent include providing amenities for well-being through incentives (49%), allowing employees to work remotely from anywhere (48%), and paying for relocation expenses for key talent (46%). 

Companies also plan to support work from home by providing or reimbursing employees for software (70%); office equipment including printers, computers and mobile or landline phones (69%); and well-being reimbursements (46%). Forty-five percent plan to offer new work-from- home financial subsidies for existing home expenses, such as rent or mortgage reimbursement and insurance. 

However, 40% of respondents estimate that at least half of the employees at their facilities lack high-speed internet connectivity at home that would better facilitate remote work.