🧡 There’s no one right answer

Hello and Happy Thursday!

In our last newsletter, we defined the terms companies use to describe their working location strategy. Given ongoing LinkedIn lexicon debates, it felt well past time to bring a little clarity to discussion.

Today I want to achieve even more clarity. And no, it’s not only because it’s time-consuming to clarify what “hybrid” really means every time it comes up. The real need goes even deeper. 

The truth is, no workplace strategy fits every company and culture. But no matter when, where, or how your company works, what’s universally important is that you’re clear, intentional, and honest about it.

That’s why today is all about sussing out how (and why) to talk about your workplace strategy. Your employer brand team will thank you. Your candidates will thank you. Your employees will thank you. Anyone who appreciates a little clarity will thank you.

(And who among us doesn’t appreciate a little clarity?)

You've got this,

Jill

The case for staking your claim

In the last few years, I’ve seen one decision inspire more waffling than anything I’ve seen in my career: what to do about remote work. Do we go remote? Do we stay remote? Do we call folks back to office? Do we follow industry leaders, best practices, the bottom line, or the feedback of our people?

There’s no one-size-fits all when it comes to workplace strategy. Every company has its own business and cultural needs. You can buck a trend, take someone’s advice over another’s, or go against the grain, and still arrive at any one of many ways to get it right for your unique team.

The tricky part is that you don’t want to skip that whole “getting it right for your team” bit. Understand the “why”s and “how”s of a strategy that works for you, claim it, and optimize it.

This isn’t a time for waffling. You don’t have to choose what everyone - or anyone - else is doing, but you do have to choose.

Let’s consider what’s at stake here. Top talent is out there. They’re hungry, motivated to find a company that fits their needs, and clearer than ever on what they want from their work experience. 

They also have their guard up. Whether by layoffs or by an about-face on remote flexibility, many candidates have been burned in the last few years. They know what they want from their next employer, and they’re not afraid to ask tough questions to figure out what to expect.

Whether remotely, in office, or some mix of the two, top talent knows how they work best. But they don’t know how your company works best unless you set clear, accurate expectations. That’s a tough thing to communicate to a candidate if you aren’t already crystal clear on your work strategy.

It pays to be upfront and accurate with your expectations. Not just to be clear and honest, but as a useful screening tool. How? It’s a classic case of a paradox I lovingly deem “showing your warts.” Look, no organization is perfect. You’re probably killing it on some things, struggling with others, and somewhere in the messy middle with the rest. 

By being honest and clear enough in articulating this variance, you up your chances of attracting individuals who:

• aren’t highly concerned with or affected by your particular areas of opportunity

• have overcome similar struggles in a previous role and are energized to help you solve it

• are actually aligned with how you do what you do

It’s the same with your approach to hybrid, remote, or in-office work. Some folks want to work in a high-energy office. You’ll find them by being loud, proud, and transparent about why operating out of busy office spaces is the right move for you. The same goes for any approach, really.

Presenting your operations and expectations clearly doesn’t just magnetize the right candidates for your company. It deters those who prefer other ways of working. That’s a good thing. Plus, when you tell a clearly documented story of how and where you work, you don’t just benefit potential employees. Your internal employees benefit as well. 

So what happens if you don’t make a clear and committed decision? Or if you change the rules every six months based on the latest high profile article that has your CEO’s attention?

 Well, that star hire who was drawn to your “fully remote, highly autonomous way of working” sure isn’t going to be happy when you call teams back into office 3 days a week. Your teams who thrive working in a well-populated, high-energy office are going to wilt when you send everyone to work from home. Worst of all, you’ll send a strong signal that teammates can’t trust what you claim they can expect from their work experience. 

If you want to stand out in a competitive talent landscape - heck if you want to stand out for any facet of the employee or candidate experience - it pays to be clear, consistent, and accurate. 

Be loud and proud about the company you are - warts and all - and you’ll find the folks who are excited to build something great with you.

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Culture first (always): Culture Amp's free virtual event, Culture First Global, takes place later this month. With programming for Americas, APAC, and EMEA time zones, juicy themes to discuss, and a stacked speaker bench, it promises to be a wildly high-value use of your time.

No Windex needed: Work Brighter's 16 step process for "an intensely satisfying digital declutter" promises all the satisfaction of a deep clean. If you're looking to protect your focus across your digital devices, it's just the spring cleaning you need.

Friyay: Summer will be here before you know it, and Friday's never more than 6 days away. Curious about what a "Summer Friday" policy could look like at your company? Give my podcast episode a listen. I promise it's less 😱 and more 😎 than you might think.