How is FedEx Getting Hybrid Work Right? 7/21

The Getting Hybrid Work Right call series has become a well-attended and wide-ranging discussion for HR leaders on all aspects of hybrid work. On this week's call, i4cp Senior Research Analyst Tom Stone facilitated a conversation with special guest Mike Lauderdale, Vice President of Human Resources at FedEx Services, a division of FedEx. Here are some highlights from the call:

• In developing their Workforce of the Future model, FedEx Services knew they needed to take a research-based, holistic, and employee-centric approach. So they formed a cross-functional internal taskforce, one that went beyond the typical HR, Comms, and Legal groups.
  • Key workstreams included research, payroll/tax, investments, compensation, employee impacts, talent acquisition, employee experience, and tools & tech.
  • Hundreds of team members touched pieces of the project. Eventually they had consensus on decisions all the way up to the chairman.
  • They developed the model for the Services/Corporate operating companies of FedEx but are sharing and collaborating across all operating companies.
• Purple Flex was the name given to the new flexible work model. It is driven by designating their employees into one of three work modes: Central, Hybrid, Anywhere.
  • Central: Employees that must work onsite to perform their duties, e.g., operational tasks, security implications, etc.
  • Hybrid: Employees that pre-pandemic worked in a FedEx facility full-time, that don’t have to work onsite to perform their duties at all times. These are the majority of exempt office employees.
  • Anywhere: Employees that pre- or post-pandemic were hired remotely or that received approval to work remotely.
• The HR team and partners then undertook the immense exercise of designating all current employees (13,000+) into those work modes and revising all (~100) processes, policies, and procedures to represent this new way of working. 
• Since hybrid is by far the largest category, a large focus point was how to change their work experience in a positive and meaningful way, while capitalizing on what they know worked pre-pandemic and what was learned while working from home.
• Purple Flex Team Days. That is the name given to the intentional, pre-determined days in the office that allow for planning, predictability, and in-person collaboration. Set at the individual org level, these days are meant for collaborative work when needed, not required time in the office.
  • Team Days are for: townhalls, strategy/brainstorming sessions, celebrations, team buildings & meetings.
  • Team days may be for: project meetings, performance management, coaching sessions, team meetings.
  • Team days are not for: back-to-back Zoom calls or solo desk work
• Resources and communication. Leader and employee resources and communication has been a top priority throughout this process:
  • A dedicated internal resources site, a dedicated email inbox for questions, leadership webinars, FAQs, job aids and many more resources have been provided at every step of the journey.
  • 30 days’ notice was given to team members before the start of Team Days to ensure they could ensure their support systems for child-care or other personal needs could be handled.
  • They have continued to communicate the priority for a safe, secure, and clean workplace following CDC guidelines.
  • Their executive team leaned into transparent and direct communication with team members and are discussing in their team meetings, 1-on-1s, townhalls, etc.
  • All our HR policies and procedures have been updated to reflect the new Purple Flex environment.
  • Productivity and work life balance have both increased because leadership has leaned into more flexible schedule arrangements with team members.

• Mental health. FedEx Services has always invested in mental health and well-being resources for team members.
  • The Employee Assistance Program (EAP) offers access to free, certified counselors and resources. The EAP provides counseling support for anxiety, depression, grief, stress, family, relationship issues, and much more. And it’s available to all employees, their dependents, and household members.
  • LifeCare offers guidance, personalized resources, and discounts with 24/7 access to their specialists. They don’t provide mental health care but instead, offer personalized support to match your needs with a broad range of services and skilled professionals in your community.
  • Choose Well Care Connect (their health care advocacy center) is a one stop shop for information on all employee benefits and can provide 1 to 1 support for employees on anything from choosing the best coverage options, answering questions about life insurance plans, help navigating billing questions, finding providers, and much more.
  • Additional well-being support includes on-site mobile mammography, celebration of Mental Health Month, adoption assistance, free covid testing, fully covered annual flu shots, paid parental leave, and much more.

• Facilities. FedEx Services is currently revamping their physical space. Because of the transition into a more virtual and hybrid work environment, the actual workspace needs have changed.
  • Focus is on creating more open concept, collaboration focused spaces for temporary use while condensing our properties footprint to save money.
  • A massive clean-up and out effort is underway in preparation for that shift. They have made significant donation to charitable organizations and are finding ways to recycle old office supplies and IT assets. 
• We asked a poll of call participants: What best describes what your organization is doing regarding its corporate facilities – buildings, real estate, etc. – whether owned or leased?
  • 20% - We have already cut back. No further plans.
  • 14% - We have already cut back and plan to cut back further.
  • 4% - We plan to cut back in the next 1-2 years.
  • 31% - We are still considering our options.
  • 4% - We have expanded in the past 1-2 years. No further plans.
  • 4% - We have expanded in the past 1-2 years and plan to expand further.
  • 4% - We plan to expand in the next 1-2 years.
  • 19% - I don’t know.

Links to resources shared on the call:

• Upcoming i4cp virtual events
• 2023 i4cp Next Practices Now Conference -- May 27-30, 2023, in Scottsdale, Arizona (and virtual). Now open for registration!
• The Talent Imperative - collection of resources including the executive brief, webinar recordings, and the full report (members only)
• Report: Next Practices in Holistic Well-Being