Leading firms are deep into designing their post-pandemic operational models and the hybrid workweek sits at the center of their thinking. This concept has gained traction among industry leaders because it allows employees to retain the flexibility they have grown accustomed to working from home while providing the in-office contact essential to team unity. The benefits don’t stop there, though, and it’s for this reason that marketers need to tune in.
The Top Three Selling Points of the Hybrid Work Week
Legal marketers have a tough task. Not only do they need to design marketing strategies that convert new leads to loyal customers, but they also need to work out how to attract and retain top talent. Each of these aspects of legal marketing depends on the other and so those invested in the field face an unenviable challenge. The hybrid workweek presents a new strategy that top firms are harnessing to gain an edge on the competition. Here’s why.
- Next-Generation Talent Wants More Than A Salary
The best emerging legal talent can afford to be choosy and it’s not just financial gain that piques their interest. Flexibility and other extra-monetary perks are also high on the list of the highest achievers. The hybrid work week can take many forms and one of special appeal is the notion of optimal office days. In essence, this means customizing an office schedule in the interest of both productivity and general well-being.
Throughout the pandemic, employees not only grew accustomed to more flexible workdays but to a more accommodating environment, too. Everything from lighting to access to key technologies factor in here. While some elements of this can be recreated in the post-pandemic office, others cannot which is why those looking to do their best work will also be looking for a workplace that provides them the flexibility to do so.
2. The Hybrid Work Week Keeps You Covid Nimble
Major news outlets are talking about how the Delta variant is forcing employers to rethink return-to-the-office plans and, with case numbers surging, their concerns are valid. A hybrid workweek shields you from the devastating blow of bringing everyone back to work only to have to reverse course in short order. By encouraging employees to continue to make periodic, productive use of remote setups you are able to pivot quickly; meanwhile, by scheduling days where everyone will be back at the office, you can begin the crucial labor of rebuilding social ties among your team.
3. Mental Health Maintenance
According to Professor Tsedal Neeley of Havard Business School, early evidence shows that “people are experiencing some kind of culture shock when they’re getting back into the office.” In part, this is driven by an abrupt change of environment but it also has to do with the overwhelming nature of suddenly finding oneself surrounded by other people. Untangling the mental health impacts of the last eighteen months is an ongoing process and employers who wish to remain productive need to be attentive to the issue. A hybrid work week is not a silver bullet solution; however, it does provide employees the powerful resource of being able to manage self-care needs as they see fit.
The legal landscape is ever-changing and this has only grown truer in response to events of the present. To learn more about the hybrid work week and other strategies industry leaders are implementing to stay one step ahead, do not hesitate to reach out to Legal Marking FLOW either by calling (720) 990-9673 or using the contact form on our website.