3 tips from a hybrid workplace expert on creating an attractive remote environment for Gen-Z job seekers

College Recruiter recently asked employers for their tips on creating an attractive remote work environment. Here are three tips from Nick Iovacchini, CEO and Co-Founder of KettleSpace, a provider of hybrid workplace tech to some of the largest companies in the US.

Gen-Z values work/life balance and seeks out more inclusive and environmentally conscious companies. A hybrid workplace checks all of these boxes, allowing for more diversity in hiring while helping to reduce a company’s carbon footprint and optimize their use of physical space.

1. It’s clear that people don’t want to be at home every day, nor do they want to be in the office every day. Companies that succeed in finding new equilibriums that balance on-site work, off-site work, and safety concerns will ultimately create advantages when competing for Gen-Z talent. Provide the option of a work-near-home, or third workplace option, the ability to work remotely from someplace other than home (e.g. a cafe, hotel, etc.), an in-office option and an at-home option. Having this choice relieves stress, prevents social isolation and stimulates creative thinking.
2. It’s critical that leaders are enabled to plan and know who is located where and when. With a proper framework and goals in place, leaders and teams can ensure there’s continuity between meetings on zoom, in person, or across mixed modalities. With this structure, team members can feel satisfied with their work-life balance and leaders will have support from their teams.
3. Companies must invest in a hybrid infrastructure that creates equilibrium between in-person and remote employees. That infrastructure includes the more obvious communication and collaboration tools, like Zoom and Slack, but also more sophisticated, bleeding-edge technologies to coordinate, track and measure hybrid preferences among employees and leadership. Hybrid work needs to be managed with the same rigor, depth and transparency HR that applies to talent acquisition, payroll/benefits, and employee engagement. With a real infrastructure in place that gives hybrid more clarity, sharpness and measurability, companies and managers will be better positioned to avoid unconscious bias that can occur in a distributed personnel model.