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Spotify, Google, Hubspot: How are the Leaders handling hybrid policies?

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As the world is moving towards hybrid work, there are a lot of issues to sort out. Especially when it comes to writing and executing the hybrid work strategy, guidelines, or policy. However, there are already great examples of regional and local leaders you can follow.

Spotify: Work from Anywhere

Spotify was one of the earliest to communicate a very clear “Work From Anywhere policy.” These guidelines allow employees to choose where to live, and whether to work mostly from home, the office, or a coworking space. For remote workers, Spotify ensures that “your home working space meets the needs of your role and offer you the same or similar equipment you’d enjoy at the office.”

Hubspot: Choose Your Working Style

HubSpotters can select the work option that’s best for them, once per calendar year: @office (dedicated desk in the office where you come in 3 or more days per week) @home (visiting a HubSpot office only 1-2 times per quarter. HubSpot supports the work-from-home setup), or @flex (flexible desk in a HubSpot office for 2 or fewer days per week with support for a work-from-home setup.) 

SAP: a Pledge to Flex

SAP created the “Pledge to Flex”, a “100% Flexible and Trust Based” way of working that offers flexibility in both workplace and working schedule. It redesigned its Singapore office with a focus on “employee engagement, environment, and education.” Employees can now find an activity-based workspace with free seating to maximize team collaboration and social interaction.

Google: Purposeful Office Days

Google continues to offer flexibility but requires non-remote employees to come back to the office about three days a week. These office days should be purposeful and “include meetings, collaborating with colleagues in other divisions, conducting brainstorming sessions, meeting with clients and vendors and community building.” 

Figma: Where is Your Hub?

Following a well-written and comprehensive survey amongst all employees that showed how ‘flexible’ meant a lot of things to a lot of people, Figma decided that employees should choose whether they are remote or associated with a ‘hub.’ Their main S.F. hub requires a minimum of two days per week in the office, which are the same for everyone to maximize connections and community. 

Hybrid work examples in Southeast Asia

Also in the region, there are great examples of hybrid work policies. Take for example:

  • Manpower Group, who implemented a ‘right to disconnect’ policy. This encourages staff not to respond to work-related messages after working hours.
  • Heineken Vietnam. They let their employees choose when to come into the office, but has one fixed ‘all company day’ and one ‘team day’ every week.
  • Baemin. Baemin offers employees the option to start an hour earlier or later than before to suit their schedule outside of work.
  • DBS Singapore. Allows two employees to share the responsibilities of one full-time role. This enables flexibility and asynchronous working.

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