Model 2: Fixed Split
Fixed Split workers work on site specific days of the week; the employer decides which ones.
Part of the Hybrid work module.
What is Fixed Split?
The worker must be in the office for specific days of the week (e.g. Tuesday, Wednesday), and the employer decides which days.
This model provides structure for workers and managers, but workers have reported less satisfaction with this model than with most other models.
Focus on:
Worker autonomy – How can you give workers more control over when and where they do their work?
Work–life boundaries – How can you support a variety of work–life dynamics?
Hybrid working guidelines – Work with your team to decide on matters such as when and where to conduct team meetings.
Pros and cons of Fixed Split
The Fixed Split model is great for:
- Working undisturbed – Working remotely allows workers to focus on tasks requiring deep concentration.
- Coordinating workloads – It provides structure for workers and reduces the burden for managers of coordinating work across multiple locations.
But, there are also some things to watch out for:
- Micro-managing – Workers reported a higher degree of micro-managing under this model (e.g. excessive contact and reporting requirements).
- Poor work–life boundaries – Workers report greater interference of work on their home life, perhaps because they have less flexibility over when they must be in the office.
- Less satisfaction – Worker satisfaction with this model is moderate; only the Office First model scores lower satisfaction.
Suggested actions for workplaces adopting Fixed Split
Action 1: Create autonomy.
- Help managers step back and reduce micro-managing behaviours – e.g. consider what is driving micro-management behaviours and encourage positive leadership approaches.
Action 2: Establish clear parameters.
- Guide managers on the discretion they have to choose the right model – e.g. establish authority at a team or departmental level.
- Consult workers when designing and implementing hybrid work – e.g. discuss how many and which days they should work on site and explain how you will balance individual and organisational needs.
- Continuously review the model – e.g. is the current approach fair and equitable?
Action 3: Manage work–life boundaries.
- Establish policies and practices that help workers manage work–life boundaries – e.g. do not schedule meetings on days when workers are off site.