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Alice Dodd

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May 2, 2024

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min read

Webinar: How to Increase Office Attendance with Officely

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Creating effective hybrid work policies: Top tips & template

Hybrid work offers employees the best of both worlds – the flexibility of remote work and the camaraderie of in-office time. But managing a hybrid workforce is not an easy feat, which is why you need to ensure you have the right hybrid work policy.

Often, homeworkers end up working longer hours with fewer career advancement opportunities than their in-office counterparts. Additionally, a lack of a formal hybrid work policy could leave your employees anxious or demotivated. In some cases, it could also create two classes of workers, remote and in-office, with remote employees being treated as “second-class.”

So, once you've established your business is ready for hybrid work, you need to create a strong hybrid working policy that:

  • Is equitable and fair to everyone
  • Provides the right working conditions to all employees
  • Outlines all available hybrid arrangements and requirements
  • Sets clear rules for remote and office work, including working hours, required office presence, and communication channels and tools

We also advise you to use hybrid work software to make desk booking and attendance management easier.

Just as workplace policies or employee handbooks outline dos and don'ts for employees, hybrid working policies should lay down clear criteria and rules around hybrid work and also provide best practices for employees.

Below, you'll find a hybrid work policy template you can grab and use for free, plus our top tips on how to build a sensible flexible policy that works well for you and your employees – but first, let’s clarify what hybrid work actually is.

Defining hybrid work

Hybrid work is a flexible work model that allows employees to divide their work time between the office and their home – or different locations, such as coworking spaces, libraries, or even coffee shops. It recognises that not all tasks require a physical presence in the office, and some can be effectively completed from a distance, especially if you provide your employees with the right communication and project management systems.

By implementing a hybrid work model, you can offer your people the freedom to choose where they work and enable them to strike a better work-life balance. This, in turn, can lead to better job satisfaction and retention – and improved employee well-being.

Your free hybrid workplace policy template

The template below is yours to use; you can simply copy and paste it and tweak it to fit your organisation's needs. ‍

Policy overview

Beginning [Date], [Company] will implement a hybrid work model. All employees are eligible for hybrid work. Schedules must fit within one of the models described below and be cleared by your manager.

Please read the entire policy and sign to confirm you have read it. Contact [name and email of contact person] if you have any questions.

Hybrid work schedule

Hybrid schedules depend on your department; you have flexibility within the hybrid model below. Contact your direct supervisor with questions.

A table outlining flexible work schedules for different departments, including how many remote days are allotted per week and daily work hours
A sample hybrid schedule for different departments

All departments should book office space for in-office days with Officely.

‍Key performance indicators (KPIs)

Your manager will discuss with you all relevant key performance indicators and how they might be affected by hybrid work.

In-office amenities

Employees working at the office more than 3 days a week will have a dedicated desk, parking space, and access to the company gym or childcare services.

Equipment and software

For all employees, the company will provide:

  • Laptop
  • Keyboard
  • Mouse
  • Headset
  • Cellphone

Employees working remotely more than 2 days a week will also receive stipends to cover internet costs.

Compensation and benefits

Compensation might be subject to adjustments if relocating to a different city or area.

Employees will also receive the following additional stipends:

  • Gym memberships/related health membership
  • Virtual health consults
  • Virtual mental health counseling
  • Childcare
  • [Add more benefits here]

Communication tools and guidelines

Use the following tools for remote communication:

  • Email for weekly updates, updates for clients, delivery of material to clients
  • Slack for team-wide communication, client groups (if requested), quick announcements
  • Google Meet for meetings, presentations, stand-ups
  • Officely for updating your work location (remote or from the office) and booking desks

Prioritise the use of public channels of communication and be respectful of others’ time and show up punctually for meetings.

Commitment to equal opportunities

We’re committed to providing a similar experience to remote and in-office employees. To ensure everyone has equal access to opportunities, managers must:

  • Use public channels to announce new work opportunities and projects
  • Review how often employees are promoted with respect to their work preferences

10 tips for building a successful hybrid and remote work agreement

Below, you’ll find our top tips on how to manage the transition to a hybrid work model – and how to ensure that it works well for you and your team.

1. Determine eligibility for hybrid work

Before you start building your hybrid policy, define the roles for which hybrid work is possible and those for which it is not.

Here are some examples:

  • Roles suitable for hybrid work: Most roles in project management, software development, design, marketing, finance, accounting, and admin
  • Roles that require mostly in-office presence: Front desk and customer-facing roles, field staff managers, facility management staff, any role involving physical work

You might still want to offer employees in the second category some flexibility, for example by providing occasional WFH days. You might even have team members from other departments like marketing or finance cover office-based roles like the front desk from time to time to allow for more equitable access to remote work.

If your team has been working remotely but you'd like to switch to a hybrid work schedule, use an employee return-to-work survey to uncover potential concerns.

Make sure to consider resource utilisation and how exactly you'll manage your office space. One of the best ways to do that is with the help of desk booking software.

2. Define the right hybrid work model and schedule

Hybrid work isn’t one-size-fits-all. 

Your hybrid work model might be remote-first, where employees are allowed to work remotely most of the time, or lean toward more in-office presence.

Because the term "hybrid" can mean so many things, outline the number of remote workdays allowed in your office and the advantages for each preference. For example:

  • Remote 1-2 days per week: Because these employees are in the office more frequently, consider offering them a dedicated office or desk and parking space.
  • Remote 3-5 days per week: Employees might have to surrender dedicated office desks but will be provided a hot desk or common area to work in the office. They may be eligible for visitor parking.
  • Fully remote: These employees don’t have dedicated workspaces and may be eligible for visitor parking. They might visit the office on occasion for a few hours or a day and reserve a hot desk when they do. 

Desk booking software like Officely can make it easy to manage different schedules and give everyone the visibility they need to organise their work – and come to the office when others are there.

If you offer fully remote roles, specify if these roles are based out of specific countries, states, or cities. If you need remote employees to come to the office occasionally for client meetings and events, you might prefer to hire in your city or region.

For employees choosing hybrid work arrangements, specify if they'll set their own flexible schedule or if schedules will be manager-led. Employee-led hybrid work schedules usually provide better results, because employees know best where and how they work best.

Whatever style you choose, define when you'd expect team members to be available for work-related communication. Certain roles like customer support might need to work specific hours, even remotely.

3. Review employee compensation

Be clear about how an employee’s location and work preference (in-office, remote, hybrid) affect their compensation and benefits, so employees can weigh the pros and cons of their choice.  

For example, if you have 100% remote positions with the option to relocate to another city or country, you might consider adjusting employee salaries to the cost of living – or decide against it. Or you could provide in-office or hybrid workers with a commute allowance.

Remote-first company Buffer has shared their salary calculator publicly, and you might want to use a cost of living calculator when defining salary ranges. However, you need to make sure you're not penalizing employees who opt for a hybrid model or those who choose to work remotely.

4. Expand wellness and health benefits

Hybrid work offers ample flexibility, but it also has a few downsides. Employees who often work remotely might feel more isolated and some might need additional support to avoid burnout.

Here are some ways to safeguard employee health and mental wellbeing in remote and flexible working arrangements:

  • Offer virtual health consultations on platforms like Teladoc and Wellthy and provide access to mental health services like Talkspace and Lyra Health
  • Provide a few hours of free mental health counseling in addition to virtual consulting, if they’re not part of your Employee Assistance Programs (EAPs)
  • Normalise taking time off not just for vacation but also for mental health and to care for family
  • Offer stipends for exclusive in-office perks like childcare and gyms
  • Encourage managers to make video optional during some meetings and reduce the number of mandatory calls per week

A doctor looking down at a screen in front of her during a telehealth consultation
Make sure you build a health benefits scheme that's beneficial to hybrid workers

5. Make sure you know the legal requirements for hybrid work

Ask your legal counsel or HR department about all local and national laws you should comply with in relation to hybrid work. Explain how you’ll fulfill legal requirements in your flexible work policy.

Here are some questions to get you started:

  • Where is your business legally allowed to operate? This might affect the locations from which employees can work remotely.
  • Do you need to reimburse employees for home office equipment? In states like California, laws require employers to reimburse employees for office equipment like computers, laptops, and desks. 
  • Do you need to reimburse employees for office travel? While daily commutes are generally not reimbursable, for employees who work primarily from home, you might need to reimburse office travel.
  • Do you need to pay overtime? Federal US laws require employers to pay overtime if employees work for more than 40 hours in a week, or in some states, more than 8 hours a day. If such laws apply in your country or state, you’ll need to define how you'll track time and whether employees require manager approval to work extra hours.

6. Implement the right tech to uphold your new policy

The success of your hybrid work policy depends on the tools you use. Hybrid work software like Officely makes desk booking simple – and gives your employees and admin staff visibility into office attendance, making it easier to manage hybrid schedules and resources effectively.

With Officely, employees can easily reserve desks, see who’s in the office, and plan their workdays for better collaboration or focused work, all directly within Slack or Microsoft Teams. 

Other tools you should consider include: 

  • Project management platforms like Asana or ClickUp
  • Video conferencing software like Zoom, MS Teams, or Google Meet
  • Knowledge sharing platforms like Confluence or Notion

For more ideas, check out our article on the best productivity tools for hybrid work.

7. Set up information security measures for hybrid work

In your office, you're in control of all security measures like firewalls, virtual private networks (VPNs), on-premise servers, data centres, antivirus software, and authorised company equipment. And, while you can replicate most of these measures in a remote setting, your employees might need extra guidance to comply with data security measures.

When drafting your hybrid workplace policy, outline best practices for employees to keep your data safe, like:

  • Set strong passwords and update them regularly
  • Install security and software updates on a regular basis
  • Avoid downloading suspicious, illegal, or unauthorised software
  • Block suspicious websites and report any phishing attempts
  • Use only work devices for work, and not their personal computers or smartphones
  • Report any loss of equipment or information immediately
  • Use a VPN as needed

8. Create clear communication guidelines

Clear guidelines help eliminate communication silos. For hybrid teams, defaulting to remote-first online communication works best because it's equally accessible to in-office and remote employees.


A person using Slack on a laptop to communicate with their team
Setting up clear communication requirements and channels is essential for the success of your hybrid policy

In your hybrid workplace policy, mention:

  • Channels or tools for meetings, quick messages, updates, stand-ups, announcements, and reports
  • Expected response time for internal emails, client emails, and Slack messages
  • Internal knowledge base tools for looking up company-related information, processes, and policies
  • Who to get in touch with for common issues

9. Track employee performance

In a traditional work environment, time spent in the office was often used as one of the measures of performance and engagement, although we could probably all agree that it's a horribly inaccurate one. In a hybrid workplace, the need for setting clear key performance indicators (KPIs) is even more obvious.

Define what success looks like for different roles. For instance, “Success as a sales manager means contacting X leads per month, a X% of closed deals, and $XX in revenue.”

You can also set goals for employee attendance specially for roles that benefit from in-person collaboration, and use dedicated software like Officely to measure that.

10. Foster equity between employees working from home or in the office

Proximity bias is one of the most common challenges of hybrid work, or the tendency to favour in-office employees. Team members working from home might miss out on important work-related talks and decisions if they happen in ad hoc meetings or in the hallway.

To provide equal opportunities to all employees, irrespective of the specific hybrid or remote work arrangement they opt for, you might decide to:

  • Measure speed of promotion by employees’ work preference to avoid bias
  • Announce new work opportunities and challenges using online channels like Slack or email instead of in-person meetings
  • Hold virtual ask-me-anything sessions with leadership where employees can voice concerns and ask questions
  • Run anonymous employee surveys to gauge employee sentiments
  • Make hybrid meetings the norm, so all employees can participate regardless of their location

The benefits of hybrid work

Hybrid work is a smart way to balance flexibility with productivity. Here’s how embracing a hybrid model can benefit your team and your business.

Improved work-life balance

By giving employees the freedom to split their time between home and the office, you help them to better manage their personal responsibilities and commitments while staying productive. 

Additionally, you enable them to design their own work environment based on their preferences and needs – and still share time with others in the office whenever they need to work together on specific projects. 

This balance can lead to happier, healthier, and more engaged team members.

Better collaboration and focus

Hybrid work allows employees to work together in person when it matters most and focus on deep work at home or in dedicated office areas without distractions. Finding the right balance between collaboration and individual work will depend on each person and role, but giving the possibility to switch between the two will help improve teamwork and individual productivity.

Cost savings for everyone

Hybrid work enables businesses to downsize office space strategically and therefore reduce its associated costs (rent, utilities, and equipment), while employees save time and money on commuting and office lunches. 

Plus, it can also help reduce the environmental impact of your company.

Steps to implement a hybrid work policy

Now that you have a policy template at your disposal and know what benefits hybrid work can offer, let’s see exactly how you can shift to this model, step by step. 

1. Assess your company's needs

Before switching to hybrid work and flexible work hours, take the time to assess your company's needs and challenges. 

Consider factors like job roles, team dynamics, and client expectations. Identify potential roadblocks and develop strategies to address them.

2. Draft the policy

Once you have a clear understanding of your company's needs, it's time to draft your hybrid policy. You can use the template above as your starting point and refine it as necessary. 

Involve HR, managers, and employees in the policy development process and make sure it aligns with both the company’s needs and your team’s preferences. 

Make sure the policy is comprehensive and easy to understand. Clearly define eligibility criteria, expectations, and guidelines for remote and hybrid work. Address issues like scheduling, time tracking, and performance evaluation.

3. Share the policy with employees

Once the policy is ready, share it with everyone. Be transparent and address any concerns or questions others may have. Provide training and resources to ensure that employees can navigate the hybrid work environment easily. 

Regularly review and update the policy based on feedback and your team’s needs.

Overcoming challenges in hybrid work arrangements

Now, let’s look into some of the problems you might face and see how you can tackle them. 

Maintaining team cohesion

One of the biggest challenges of hybrid work is maintaining team cohesion and collaboration and reducing silos. 

Encourage regular team meetings, both in-person and virtually, to build strong relationships. Use collaboration tools to simplify knowledge sharing and manage projects efficiently. 

Ensuring accountability and productivity

Remote and hybrid work may bring up concerns about accountability and productivity – but empowering employees to take ownership of their work usually yields much better results than micromanaging them.

Define clear expectations, goals, and KPIs for each role, along with metrics to measure performance. Give regular feedback and celebrate wins to keep employees motivated and engaged, and ensure they know what to do whenever they face challenges that might impact their work. 

Addressing technical issues

Not all remote or hybrid employees will be sufficiently tech-savvy to tackle all technical issues on their own, so ensure that employees have access to IT support when needed. 

To maintain airtight security for your data and systems, you might also consider setting up regular maintenance checks for all company-provided equipment. Encourage employees to use secure internet connections and back up their work regularly.

Boost your hybrid success with help from Officely 

Hybrid work policies help you build a work environment that's centred around your employees' well-being and work-life balance, which will help you improve productivity and attract top talent.

To implement this successfully, you need the right hybrid work policy template, which you can find above, along with the right software tools. Here's a sample tech stack to get you started:

  • Communication platforms such as Slack, Google Meet, or MS Teams
  • Productivity and project management apps such as Asana, ClickUp, or Monday.com
  • Desk booking software such as Officely

Officely simplifies hybrid work and makes it easier for employees to reserve desks and know the best days to go into the office. Book a free demo to see how easy it can be to build a strong flexible work policy with the right software at hand – and check out Officely’s Complete Guide to Office Management in Flexible Workplaces for more ideas on how to make hybrid work work for everyone. 

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Webinar Transcription

Krissie: All right, Hi everyone. Welcome to Officely’s webinar. 

So good to have you all joining me in wanting to learn more about Officely and how to encourage employees back into the office. 

What I'm going to do today is talk about our key features, the ones that we've seen helping encourage employees back into the office and just getting people back in and enjoying being in the office. 

So, here are the five points we'll be covering today. 

One is how to encourage employees back into the office. The second is how to send Slack messages to all those booked into the office. Third, how to broadcast events like team lunches, birthdays, offsites… anything exciting you have happening.

Fourth is how to use our new meeting rooms feature to book meeting rooms on the day, and how to use our new analytics feature, which we recently launched (well, we updated and added extra analytics to it).

All right, so to begin with, I'll talk about how to encourage your employees back into the office.

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Using Officely Features to Encourage Attendance

Officely FM

Krissie: We have a feature called Officely FM, which is really powerful at just reminding everyone to come into the office, and it's really simple. 

All you need to do is go to settings, then go to offices, and then the three dots on the right. 

Once you do that, you just select, Officely FM, and here is where you can choose which day to enable it to be sent, meaning whether you want it to be sent today or tomorrow.

You can also choose the channel that you'd like to broadcast it to. Let's say I choose General, which is a channel that everyone in the office has access to, and I'd like it to be for who's in the office tomorrow, and at 4:00 PM on a daily basis. All you need to do is set it up.

If you have multiple offices, you can do it for each office and different channels. 

What will then happen is on a daily basis, a message like this will go out showing everyone in the office who's gonna be in the office the following day. So all of your employees get this reminder and it serves as a gentle reminder to book in.

Officely FM also shows you everyone who's going to be there. So you know, I can see that, for example, Alex is going to be there and if I haven't seen him for a while, I might need to talk to him about the product or something like that. It really helps to encourage in-office collaboration. 

It also helps to quickly book your place, you just click Join to book in. So it cuts down the process of going to Officely and booking in. 

You can just find a shortcut through Officely FM, click Join to book in and your booking is placed. This is a great way to encourage employees to book and join their colleagues in the office.

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Office Chat

Krissie: So the second one is Office Chat - I'll take us back to the main page.

And what it's good for is sending a message to everyone that's in the office on that date. Super simple. All you need to do is click on it and then, we'll show you this screen then you just click on ‘start the chat’. As I've already started it, you'll see it. 

It begins a conversation with everyone that's in the office that day. So anyone that's working from home working remotely won't get notified. 

And what I see it used for most of the time is either sharing anything to do with the office, like who left their keys, or we have a fire drill at this o'clock, or who wants to grab lunch? 

And yeah, at the end of the day, the best thing about it is that it'll automatically be archived. So you don't need to do anything about it. It'll just disappear. 

If you ever do need to access it in the future, you can just go to your archive channels and you can find it there. 

So obviously Office Chat is great for in-office interactions, but also what I've found, and from personal experience, is it's very good for creating FOMO [fear of missing out].

So let's say, you want employees to get into a habit of booking in, let's say you have a few stubborn people who are just quite slow at picking it up… What I do recommend doing, and what I've encouraged some people to do in the past that they've seen work, is to start an Office Chat on a daily basis.

This could be anything from like, ‘good morning’ or ‘hope everyone has a good day’, or ‘let's see who wants to grab lunch today’ and what will happen is those that haven't booked into the office, won't see this message. So they'll miss out. 

And once they realize that they missed out, that will teach them a lesson and they'll start booking in.

So yeah, small, small feature, but quite powerful.

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Announcements

Krissie: The third one we're going talk to talk about is announcements. 

What are Announcements? They're basically anything you want them to be. Let's say it's someone's birthday or you’re doing office drinks, or we do, for example, Wednesday breakfast in the office…

…So you can easily just add, add it here so I can create one for us. I could do one for social. , breakfast at 9:00 AM. And then you have a choice of whether you want to broadcast it to a channel or just pin it to that day.

So I'm going to do both, so you get to see what that looks like.

So what I've done now is created a broadcast. So all my team, everyone can see that tomorrow we have breakfast at 9:00 AM This can then take them to Officely, and then they can book in here. 

And as you can also see, it's pinned to that day. So when an employee is deciding what day they'd like to come in, this is a great way of like kind of encouraging them to book in for team breakfast. 

So that's the Announcements feature. 

Find a Room

Next is Find a Room, and this is a fairly new feature for us, it was highly requested, and we see quite a few of you using it already, which is great. 

So Find a Room is an on-the-day feature that allows you to book last-minute meeting rooms.

We know how stressful it might be to look for a room last minute, going through calendars, and trying to find the perfect slot or the room that's available. 

This cuts that all down to one page, showing you all of the time slots, all of the rooms that are available and it syncs to your calendar – so to your Google calendar that is what times are available, and it'll always reflect that. 

What you'll see here in Officely will be exactly what's available, and it's very easy to book. 

All you need to do is add how many people the meet and groom is for, and then choose a time slot and then invite someone else to join you. So, I’ll invite Max as he's here on the call with me.

Click ‘book’ and that's it. The meeting room is placed and you can go to that meeting room and it's blocked off on the calendar. 

So that's how you can use it. And we have articles, blogs, everything you need, on this feature. So you can definitely find it if you go to a website or Help Center. 

Insights

The last feature that I'm going to mention is insights.

Okay, so here you can see past attendance, who came in, sorry, how many people came in on what date. You can see what days are most popular, what days people tend to come in, more or less. 

And if you scroll down, you can see employee analytics. If you need to reimburse travel or just see how engaged someone is, or find an average of how many days per week or month someone is coming in, this feature is super helpful for that. 

You can also export it, so you can present those analytics. And I see many Office Managers doing just that, exporting this and using it in meetings to present office data or to understand how many supplies you need to order for the office. So, that is pretty much it on the features that we wanted to cover.

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Q&A with Max and Krissie

Now, Max, I'll ask you to join me and we'll answer some questions. 

I believe we had a few sent through prior to this call.

Max: So we did indeed. And we've got a couple over the Q and A as well, so I'll run through those quickly if you don't mind answering them, Krissie.

The first question is can you add someone else, to an office day or remove someone if they're booked in incorrectly?

Krissie: Yes, absolutely. So I'll share my screen again and show you how that works. 

So to add or remove someone, all you need to do is click on view more next to the given day. 

Let's say it's for today, and you can just scroll down, click on manage attendees, and here you can click next to the person or search for them.

So let's say, Jihyo iis not well today, not able to make it. Maybe the last thing on her mind might be to cancel her booking, so I can do that for her. Just click remove and that will remove her booking. Very simple. 

And in the same way, you can just click on, Add People and then search for the name. Let's book her back in because I think she's feeling fine and she's in the office, and I can book her into… okay, I can't find ‘tech’, so let's just do Marketing.

So as an admin, this is how you book. Let's pretend that worked. 

Max: Perfect. A couple of other questions or, answering one straight away, yes the recording will be, will be shared afterward. So, no problem about that. 

Next, how do we get to the insights page?

Krissie: To get the insights page, all you need to do is, if you are an admin, you can access it through, the homepage. So you just click on it here.

You should have it available if you don't see it. sometimes it could be because you are not an admin or, I don’t know, you should be able to see it if you're an admin of Officely and if you are on a premium account.

If you're not on premium, Insights are not available. So if you u can't see it there, either get in touch with us and we can make you an admin or, get in touch with your admin and and they can make you an admin.

Max: So moving on to the next one, how can I check attendees per day, for example, who was in last Friday?

Krissie: Okay. To do that, you can just go back, scroll all the way down and you can click on Export Past Data. 

Once you click on it, it allows you to choose the dates that you want, my laptop seems to be glitching a little bit, I probably need to restart it. But if you click on it, it should allow you to see what date you'd like to export the data for? 

So let's say last Friday, you can just click on it. And choose what kind of data you want. 

Let's say bookings and hit submit. 

This will download the data. It'll then be sent to your messages tab. You can just export it there and have a full view of everyone that was in that day, any extras that they chose, where they sat, and who they are.

Max: Great! How can I, if I'm booked into the office frequently… is there any way of doing recurring bookings rather than having to manually book in every single day? 

Krissie: Yes. So to do that, you just go to Settings, everyone can do this. All employees have access to Preferences. They can just go to Preferences, scroll down and go to bookings. 

Again, it’s a premium-only feature. Click here and choose your date and what will then happen obviously on a weekly basis. 

We'll book you in for the following week. So we don't reserve lots of dates in advance, just in case you might be going away or have holidays coming up, so yeah, you can enable it here.

Max: Great. And then the last question is about Office Extras. 

‘How do you go about setting that up, and what are the best Office Extras that you've seen that work?’ 

Krissie: Well, I love this question, very cool. Okay, so if you go to the Officely homepage again, go to View More. As an admin, you should be able to see this Manage Extras option.

Once you click on it, you can then.. the world is your oyster, add whatever you like… you just click on Add Your Own and then name it, and then add an emoji, which is a very important step. 

My favorite I'd say are traveling, even though obviously we don't fly to other offices as we have just one in London at the moment.

But I think this is a great feature. If you are ever traveling for work and going to a different office, you can just click that so everyone can see that you are traveling from afar.

Or breakfast. We use that a lot.

Dogs, we don't get many office dogs coming in, even though Max has one, but yeah, doesn't happen much.

But yeah, dogs is a great feature. We do have babies come in a lot, that's great. Any other questions? 

Max: And we just had a comment saying, ‘We have dogs as an extra, it's a really popular one in my office.’ so that's great to hear. 

That's all the questions. So, thank you very much for doing that, Krissie!

Krissie: No worries at all. If anyone has any questions after the call, feel free to email, reach out and yeah, hope it was helpful! 

Max: Oh, sorry a couple of other questions, have, have just come through. ‘How can I see who is listed in Officely? I want make sure all our employees are in there, so a current user list.’

Krissie: Yep. So to do that again, go to Settings, Offices, and then, oh, I don't remember when my laptop has been slow. And then View Members. 

So this is where you can see everyone that's in Officely and using it as well as Insights. Actually Insights is a great way of looking at it. 

But here if you go to Offices, View Members, you can see everyone that's here and if you ever need to remove a member, you can do it here as well.

So yeah, this is how you can access it. 

Great question. 

Max: David just asked, ‘Do you offer charity pricing?’

Yes, we do. David, feel free to reach out to Krissie and we can, we can get that set up for you.

And then Becky's asked: ‘Love the meeting room feature. We use Outlook instead of Google Calendar.’

We do plan to expand that to Outlook products as well. So we'll be sure to update you once we've launched that across Outlook.

Krissie: Yay, yay!

Max: And then more people asking for the recording. We'll send that to you, straight away afterwards. 

Krissie: Yes, 100%. And we'll start making these more regular. So, we're hoping to do this once a month, ideally. 

Hopefully. So yeah, make sure to join us on the next one. The date is every second Tuesday of the month.

Max: Great. Thanks all for joining! 

Krissie: Thanks guys. Have a great rest of your day. Bye-bye.

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Alice Dodd

Alice Dodd

Alice is Officely's content manager. When not spreading the word of Officely and hybrid work, you can find her feeding family, friends and strangers with her latest baking experiment.

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