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Raleen Gagnon, VP, Global Market Intelligence, ManpowerGroupDaily headlines cover the pros and cons of remote work, and often tout the benefits of a hybrid work model, but they rarely discuss the fact that an organization shouldn’t necessarily have one universal strategy.
Hybrid Work Models have Limitless Options
It isn’t simply a matter of deciding whether to have a minimum onsite requirement or not. There are questions about how those minimums should change based on the function or role of a team. Should you have minimum weekly onsite requirements? Minimum monthly or quarterly onsite requirements? Should individuals have the option to set their own schedules or should that be a manager’s responsibility? Each of these questions become more complex when you consider how these decisions will impact current turnover and future hiring. But you already have the data you need to evaluate your options with some innovative reporting.
Time to Reimagine HR Reporting
Not sure what your onsite requirements should be? The easy part is to assess job responsibilities and what can be done just as effectively outside of the office environment without any impact to the business. The more difficult part is to figure out the right balance of remote and onsite that will minimize turnover across your workforce:
1. Leverage home addresses to map commuting patterns and evaluate impact of traffic and measure how much time your onsite requirements tip the scales of that work life balance.
2. Look at benefits consumption to identify what is valued and where investments are ineffective within your Total Rewards package today. 
3. Run analysis on the age and time of employers switching from independent to family plans or took maternity/paternity leave to establish childcare impact in your organization.
4. Calculate the disbursement of age and income level across your workforce to validate the need for new benefits and incentives that will align to the workforce you have today and want tomorrow.
5. Cross reference all voluntary departures with their current status on LinkedIn and identify the percentage of those who left for career advancement and which employers represent the greatest competition to enable benchmarking of benefits and wages.
There are 100 different ways that you can leverage data within your HRIS systems differently, but this is a great place to start. Get a new perspective on your workforce and use that insight to redesign your Total Rewards and your Hybrid workforce models to increase engagement and retention.
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