Author: SueAnn Naso

Redefining Normal: Why Hybrid Work is Here To Stay in Our Company

I recently read a SHRM article that sparked me to think about what the new normal is going to look like as far as where people work and how often they will spend time in the office. The article references a current trend by companies to require employees to come back to the office. I’ve included a link here in case you’d like to read the article in detail.

The continuing debate surrounds how often employees

should be required to be back in the office.


We are seeing this play out with our clients here in Northeast Ohio too. The number of companies allowing 100% remote work is declining significantly. The compromise that seems to work best is when companies allow employees at least 2 or 3 days to work from home. We are finding the roles that promote hybrid work are the most sought-after by candidates looking to change jobs. The hardest roles to fill continue to be those where a company requires 100% on-site work for roles that could easily be done at least partially remotely.

For the companies and managers who want to get people back in the office, or keep people in the office, I encourage you to embrace the hybrid option.


In my opinion, a hybrid work model is the best of both worlds and a fair compromise for both parties. At Staffing Solutions Enterprises, we were one of the first organizations during the pandemic to embrace this model as a long-term strategy. In July 2020, we opened the office back up on a voluntary basis and had a handful of people start to come in.

Then in July 2021, we decided to require the team to come to the office 2 days a week. Although our team was productive working 100% remotely, we realized that we were losing some of our ‘secret sauce’ that makes us who we are. We needed to be back together to build stronger relationships, collaborate, support, and celebrate each other along the way. There is something special about the bonds that are created by being together in-person that just can’t happen as easily or naturally in a 100% remote environment.

The second thing I have learned is that one size does not fit

all when it comes to flexibility and hybrid work desires.

Everyone’s idea of flexibility is different and as employers, we need to be responsive to that. For example, we have a handful of employees who want to work in the office more than 2 days a week. That may be anything from a full 5 days to just 1 or 2 extra days in the office. Our hybrid work arrangement states a minimum of 2 days with one common day (Tuesdays) that everyone is in the office. That way, our team (members) can determine the additional day(s) that work best per department or individual to be in the office.

I still don’t think a new norm has been completely solidified and we’ll continue to read about the struggles of companies in the spotlight around return to office policies like Amazon and Facebook referenced in the SHRM article. However, I do think we’re getting closer and the model many are landing on is hybrid. As far as our company, I can confidently say that we’ve already proven that this hybrid model works for us and will be our long-term strategy in how we work and thrive as an organization.

If you’d like to learn more about how we transformed our culture and how you may do the same at your organization,

I would be happy to share more information. Feel free to reach out to me any time.


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