Employee Experience: What Works In A Flexible Workplace (Webinar Recap)

Niantic’s Structured Model

Niantic is a gaming company that saw significant growth during the pandemic and doubled its headcount at that time. Their workplace strategy is one of a structured hybrid model, with designed core and team days to ensure in-person connections and relationships are fostered.

They don’t hire remote roles, although some employees are exceptions, approved by their CEO. Employees live near their office hubs, and as Erica Hurd, Director of Global Workplace & Real Estate at Niantic mentioned, they are enacting a quarterly attendance policy. This enables employees to retain some flexibility, while the company can still tie attendance to promotions and bonuses, introducing a level of accountability.

Exabeam’s Bet On Remote-First

In contrast, Exabeam’s workplace policy is remote-friendly. They hire employees regardless of location and have hubs around the world and across the US. Flexibility is one of their core values, but as their CHRO, Gianna Driver, told us, incentivizing connections and trust-building is still important to them as a company.

For Gianna, as a people leader, employee experience and engagement are critical metrics and KPIs. She feels they make the difference in recruiting, retention, and productivity of a distributed workforce. That’s why Exabeam hosts events, ERGs, and activities where employees can gather in person, socialize, and build rapport – which helps them collaborate more effectively.

Asana’s Work Innovation Lab: Workplace Data At The Forefront

Rebecca Hinds, Head of The Work Innovation Lab by Asana, spoke about their research and how the Lab came to be. Asana wanted to merge day-to-day policies, strategies, and workplace practices with academic research and ensure there are studies and data available about how, when, and where we work.

With work having such an enormous impact on our daily lives, there is a growing need for an abundance of data that can help leaders design better, more effective policies, which will impact both businesses and employees positively.

For Rebecca, one of the key findings from the many studies and research pieces is that there isn’t a single workplace model employees want. Workers are still open to coming into the office (at least a few times a week), as long as employers give them a valid reason and purpose to do so.

Gable powers your RTO strategy, whether it’s remote, hybrid, or in-office

When it comes to the workplace, the time of one-size-fits-all policies is long gone.

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Want to know how Gable fits into your workplace strategy?

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