Gymlib: 5 Steps to an Inclusive Hybrid Work Experience
The way we gather as an organization is no longer exclusively location-based.
As many teams adjust to the transition from working primarily in-person to distributed in the last 2 years, a major question that employers are focused on has become:
As employees log on from different parts of the world, how do we ensure that we’re delivering an equitable, values-aligned culture, and hybrid work experience regardless of whether they come into the office or work from anywhere?
Organizations also want the culture to be felt whether employees are logging on from New York City, the South of France or in Gymlib’s case, Paris.
Gymlib is a platform for well-being at work, serving the most highly regarded companies in French and Belgian markets. They provide employees access to over 4,000 partner infrastructures (boxing, yoga, fitness ...) 🏋️♀️
"My goal in this hybrid approach is to keep everyone on the same level and that everyone feels considered no matter where they work."
We sit down with Gymlib's HR Manager, Aurelie de Raphélis Soissan to learn how the company successfully transitioned from office-first pre-pandemic, to a flexible-first hybrid model across its French & Belgian offices.
1. Set an intention
Gymlib is already very flexible: everyone can work 2 days a week remotely without manager's approval. Some days are in-house, mainly for Creativity moments or Projects kick-off.
The offices have been redesigned to better respond to the new issues imposed by a collaboration in hybrid mode and to facilitate exchanges (while remaining in compliance with health restrictions 😷)
Tools to switch to Hybrid
Aurelie explains that before using Café, the teams used an Excel file to give their days in the office.
"The adoption was quick and easy. Say goodbye to the multiple conversations on Slack - we saved time and gained visibility!"
The integration of the tool with Slack allows information to circulate in real-time and give context to all employees on a half-day precision 🔥