Local professionals weigh in
By: Allie Shane, Communications Specialist

Desk with laptop

 

​During the 2020 pandemic, employers across the nation were forced to pivot. Meetings in the office boardroom quickly shifted to video calls from kitchen tables and living room couches. Nearly five years later it seems that full-time, in-office work is rare. In fact, data indicates that Milwaukee area organizations have embraced flexible work options and will continue to do so moving forward.

​In September, MMAC distributed a survey to chief human resources officers (CHRO) in the chamber’s peer roundtable program. The purpose of the survey was to gauge current and anticipated work modalities at local organizations.
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​Survey participants were invited to answer the following questions:
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  1. What is your current corporate staff work schedule policy for each option? ​​​                     
    1. Full- time remote
    2. Hybrid (remote/in-office)
    3. Full-time in-office
    4. Other (unique arrangements)
  2.  Do you plan to change these work schedule requirements in the future?
    1. Yes- If yes, briefly describe the unexpected changes.
    2. No
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According to survey results, 57.1 percent of respondents do not prefer full-time remote work and 71.4 percent indicated that it is offered sparingly, limited to certain roles or pre-approved situations.
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On the other end of the work spectrum, full-time in-person work is required by only 30 percent of survey respondents. 60 percent answered that it is not required, with most roles operating on a remote or hybrid basis. A small 10 percent prefer that employees work full-time in-person but do not require it.
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Hybrid work schedule graphic

 

Survey results indicate that satisfaction lies in the world of hybrid work. Forty-six percent of respondents have adopted a “mostly office” policy while about 31 percent follow a “mostly remote” policy with staff working two days in the office. Twenty-three percent prefer a “balanced” approach.
​Several respondents pointed out the benefits of hybrid work, stressing workplace flexibility and employee productivity.
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 “At MCW, we’ve embraced a flexible work environment, recognizing that our employees’ talents, energy and commitment transcend physical location. Whether they work on-site, remotely or in a hybrid model, we are fully committed to supporting their productivity and well-being, while maximizing space efficiency and reducing unnecessary infrastructure costs.”

            -Adrienne Mitchell, Medical College of Wisconsin
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 “Our corporate office embraces a hybrid work schedule that prioritizes workplace flexibility, allowing employees whose roles permit remote work to enjoy a better work-life balance while meeting organizational goals. This model requires employees to collaborate with their managers to plan their schedules, ensuring alignment with professional responsibilities. However, employees under performance coaching or disciplinary action are not eligible for this program. We firmly believe that treating employees like adults fosters a sense of responsibility and accountability, ultimately enhancing their performance and commitment to the organization.”

​              -Aimee Therrian, Centromotion
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“Over the last several years, Zywave’s operating model has advanced to better enable remote work, to the point where the company now operates on a remote-first basis. This shift has led to a globally dispersed employee footprint with a cultural focus on flexibility and inclusion. While the company is global, Milwaukee remains our headquarters. Local employees in a variety of business functions often choose a hybrid work schedule that allows them to take advantage of our class A office space in Research Park, which is configured for collaboration with teammates and hosts social networking events. Ultimately, employees know what is best for them in terms of work location and we find that added empowerment and autonomy creates both happier, more productive employees and a culture that attracts top talent.”
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                -Liz Brooks, Zywave