Introduction

Hybrid work models were uncommon just a few short years ago, but today nearly every field has hybrid work options and a lot of workplaces are offering flexibility with their staff due to quarantines and other factors that may require them to work from home from time to time. Now that we all know how to work from home, some businesses are thriving in the hybrid work model. 

One of the major transitions that may need to be accomplished is the productivity measurements for hybrid work models. Because the hybrid model differs so much from a completely virtual or totally in-person work environment, it requires a different approach to employee productivity monitoring. 

Being a “hybrid” workplace can have a few different definitions. Sometimes, it means you have staff working both in-person and virtually on a consistent basis. Other times it means you have people choosing their workplace, whether that’s at home or in the office, on a day to day basis. Additionally, sometimes people are working at the same time and other times they’re customizing their hours. So, how do you pick a hybrid productivity metric or measurement tool when there’s such a spectrum of work models and scenarios that you may run into when using a hybrid work model?

There are options out there for managers and CEOs to use for measuring employee productivity in the hybrid work model, whether your staff is split virtual and in-person or everyone works on a hybrid schedule. Check out the advice below to find an option that might work for your organization!

Productivity Programs

Productivity applications and programs have been available for a long time, but there are actually some platforms that can work best for hybrid work models. These platforms are designed to take the many facets of hybrid work into account and promote overall unity within the workplace even with people working in different spaces at different times. 

“Programs that allow people to connect and work on projects on their own time can make a world of difference in the hybrid workplace,” says Scott MacDonell, Head of Public Relations and CMO of Bambee. “The idea of everyone meeting up in a conference room or popping by someone's cubicle to ask a question has become ancient history in some places. Simply having a place to monitor progress while also being able to message or comment on the projects is something that can make hybrid work more efficient. Programs like Basecamp, Asana, and Microsoft Teams can be great places to start. You may even find that a combination of platforms is the sweet spot for your team.”

“Understanding what productivity programs are out there is the first step in measuring your employee productivity,” says Georgia Dorfman, CEO of All My Love. “Hybrid models are a completely new world in management. Having a good management strategy that incorporates programs that your staff can use to increase productivity and communication can make a world of difference.”

Leadership 

Leadership might seem like an odd way to measure employee productivity in a hybrid work model, but your leaders are the front line when dealing with issues that are happening within their teams. Having a solid leadership team that’s willing to work together to support each other while also unifying in their efforts to measure employee productivity will help your brand thrive.

“Train your leaders well. They have to be able to utilize whatever programs and platforms you decide on for measuring employee productivity through metrics or other feedback,” says Ankur Goyal, Head of Growth at Coterie. “These leaders are going to be the people that let you know what’s working and what’s not. Consistency is going to be key among leaders so implementing some form of accountability in how progress is being monitored or adding training courses to better prepare them for managing hybrid issues can be a game-changer.”

“Your leadership is the first point of reference in managing your hybrid workforce,” says Datha Santomieri, Co-Founder and Vice-President of Steadily. “They’re going to be the ones who can tell you what productivity monitoring is going to be practical and useful so it can be used consistently. Listening to and trusting the leaders on each team can not only build leadership relationships but it will ultimately provide better information for productivity measurement too.”

Analytic Programs

Analytic programs run in the same vein as the previously suggested productivity tool and your selected productivity platform may also offer analytic data. So what is the difference between productivity and analytic programs? Productivity platforms often focus on immediate efficiency while the analytic programs can be used to track productivity over longer periods of time and give better insight into the effects of changes that might be made.

“Some of us are numbers people so finding and using analytic programs seems second nature,” says Alan Ahdoot, Founder and Partner at Adamson Ahdoot Law. “However, it can be something that you forget in the chaos of starting up or transitioning to a hybrid platform. Tracking your analytics during that transition and for the foreseeable future can help you understand any weaknesses or problems that you might not see otherwise. It’s also a great way to encourage your team with statistical data that shows the payoff of their hard work.”

“Analytic programs don’t have to be a splurge. Creating your own analytic process within a program like Google Sheets can be a great place to start, especially if you’re a small business or just transitioning to the hybrid model,” says Ben Hyman, CEO of Revival. “Learn what type of metrics you want to record and what will be useful in the future. Sometimes, other programs you use allow you to track analytic data but having one central location where everything is saved, tracked, and accessible to the people on your team from their remote or office locations can be extremely helpful.”

Regular Contact

Like leadership, communication might not seem like an awesome metric for employee productivity in the hybrid workplace, but having regular contact with your staff can be a great way to understand what challenges they’re facing that you otherwise might not have learned about.

“With hybrid platforms, you can’t call an impromptu team huddle in the conference room,” says Joshua Chin, CEO of Chronos. “With people working flexible hours, it becomes even more difficult to host those group meetings. However, setting a regular date for a group meeting and individual meetings with your staff can ensure you’re aware of everything going on and you can monitor productivity more accurately.”

“Hybrid models can leave some people feeling disconnected from their coworkers or management because they might be on different schedules and end up rarely seeing each other in person,” says Ubaldo Perez, CEO of Hush. “This can be a real struggle for some staff who have relied on more frequent conversation with their manager or coworkers to provide accountability in their productivity. Make sure nobody falls through the cracks simply because they’re not being motivated by the people they used to rely on and hold regular meetings virtually or in person to make sure everyone can attend.”

Collaboration

This is a unique way of measuring employee productivity in the workplace. Group projects and collaborative efforts can allow team leaders to see how their staff is performing and provide the opportunity for conversations about areas that someone may be struggling with. 

“Collaborative workspaces became really popular with the millennial generation because they provide an opportunity for relationship growth and accountability,” says Liza Kirsh, CMO of Dymapak. “Unfortunately, many brands have dropped the collaborative efforts that were once popular leaving their staff feeling isolated and unmotivated. Collaborative projects or group work can be done through hybrid platforms with the use of technologies and organizational tools with much greater ease than you might think.”

“Collaboration is such a great way for people on your team to encourage each other to maintain their productivity,” says Melissa Rhodes, CEO of Psychics 1on1. “It also provides leaders an opportunity to see their staff in action and provide feedback to people that might be struggling with their productivity. The accountability of being in a group also provides motivation to produce the productivity that the team expects.”

Conclusion

In conclusion, hybrid work models seem like they’re here to stay. A large percentage, nearly 100%, of employees say that they’re more likely to enjoy a job that provides the flexibility of a hybrid workplace. This is great news for employers who have a productivity system in place, but for those that are still learning the ropes of managing a hybrid workplace, the task of finding ways to measure employee productivity can be daunting.

Employee productivity can be monitored in a variety of ways through analytics and productivity platforms, but there are also things that you can do that will provide you with feedback in an organic way. Look at your leadership, communication, and collaborative strategies and examine whether they’ve been optimized for the hybrid workplace in a way that promotes productivity and productivity feedback. Once you’ve explored these options, hopefully you’ll have some great ideas to start implementing in your workplace that will help your hybrid productivity soar!