Office vs. Remote vs. Hybrid: What Works For the Bottom Line?

As summer is coming to an end, and fall is looming around the corner, many of you are in the midst of transitioning back to the office. Desperate to feel a sense of normalcy, we are all talking about the “return to work”. But, did we ever “leave” work? Not really. The work never stopped. We’ve just been working in a virtual world. And perhaps surprisingly, we’ve been more productive and successful than you might expect!

Even at Juno, we have had multiple discussions about what made sense for us as a company. We have always been a primarily in-office culture. Allowing for the occasional work-from-home day, we mostly spent 5 days a week together in the office. Always justifying a work-from-home day with something. “I have a doctor’s appointment” or “I am on pick-up duty today”. No one demanded these answers. But there was this underlying pressure to always be explaining ourselves so that we weren’t judged. Almost as if we had to prove that we were indeed working even though we weren’t in the office.

Ultimately we landed on remaining hybrid and allowing employees to create their own schedule. Want to work remotely full-time? No problem. Want to do the hybrid approach? Great. We’ve decided to give our employees the freedom to do what works best for them. I know that some companies/positions don’t have the ability to do so. Some jobs can’t be done from a home office. I’m writing this blog, however, because if you can give your employees the opportunity to have a more flexible schedule, it’s something that will go a long way - for both you and your employees.

Ironically, as I write this blog, I am insanely sleep-deprived with a sick 2-year-old next to me. Having spent the previous night up with him due to a returning ear infection. I didn’t have to “call out of work” today. Or be the one person who didn’t come to the office, leading to the questions of “Where is Sarah today?”. Instead, I was able to work as much as I could with a sick little at home, minus the soul-crushing guilt I would have once felt. When I think of what this situation would have looked like 2 years ago, there would have been an argument with my partner about who is staying home. A text I would agonize over, telling my boss I had to stay home today. It was all so stressful. Then once my child was 24 hour symptom-free, I undoubtedly now had whatever they had, but there was no way I was staying home a 3rd day. So I would drag myself into the office, germs and all, and be miserable.

When I talk to my colleagues with kids about life before, we laugh at the number of things we juggled. Waking up at 5 a.m. to shower before the kids emerged. Dropping them off before 7 a.m. to get to the office in time. Rushing home to throw dinner at those kids who just spent 10 hours at daycare. I feel sad when I think about the fact that I spent only about 1 ½ hours a day with my firstborn. It was tough. And for those of us with littles at home, this is the balance we have been craving.

I challenge companies to take a look at their workforce and give them a chance to voice their opinions. Time and after time, I see companies struggling with turnover as this “return to work” transition takes place. Not only are you going to struggle to attract new talent, but you are going to struggle with retention. In a recent survey by Harvard Business School, it was discovered that 81% of people who have been working from home through the COVID-19 pandemic have no interest in returning to the office 5 days a week. There is a desire to keep at least some of the work from home flexibility. Gone are the days when having a foosball table and a kegerator are selling points. That is not what makes a company’s culture. It is the value your employees feel. To see your employees and welcome them for all they bring to the table.

Yes, being completely or partially virtual has its struggles. At Juno, we are still working on how to keep that tight-knit culture we’ve worked so hard for in this new structure. We have employees in different states and are continuing to grow outside of Philadelphia. While we aren’t doing everything perfect just yet, we are listening. We are working to support everyone where they are and find creative ways to collaborate. It’s a work in progress, but I think we are all feeling more focused, less pressured, and motivated to keep moving forward! And more importantly, I don’t feel like I’m constantly choosing if I’m going to be a good parent today or a good employee. I can be both.

How is your company handling the “return” to normalcy? We would love to hear your thoughts!

Meet the Author

Sarah Herrmann
Vice President, National Accounts, Tech & Marketing

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