Workplaces for the Future - A Playbook for Municipal Leaders on Exploring Remote, Hybrid, and On-Site Models

Sep 11, 2026

Uploaded by Maeve

The impact paper guides municipal leaders on designing sustainable workplace models in response to COVID-19. It evaluates the benefits and challenges of fully on-site, fully remote, and hybrid approaches for the Regional Municipality of York, drawing on interviews with officials across all ten municipalities. The report highlights findings on flexible work planning, digital service modernization, change management, and performance and culture considerations. Recommendations outline how to transition to hybrid models while accounting for job-function diversity and stakeholder needs.

LanguageEnglish

CategoryPresentations

FormatPDF

Pages34

Reading Time12 min

AccessFree to download

Key Findings

Overview

York Region’s Pandemic Shift

Future Workplace Models

The Hybrid Work Model Is a Leading Trend

Stakeholder Considerations When Adopting a Hybrid Model

Recommendations for Transitioning to a Hybrid Model

Appendix A

Methodology

Appendix B

Interview Participants

Appendix C

Relevant Graphs and Information

Appendix D

Resources for Transitioning to Remote and Hybrid Workplaces

Appendix E

Bibliography

Workplaces for the Future A Playbook for Municipal Leaders on Exploring Remote, Hybrid, and On-Site Models Impact Paper | October 25, 2021 For the exclusive use of Susan Power, [susan@powerupleadership.ca](susan@powerupleadership.ca), Powerup Leadership. Contents 2 Key Findings 3 Overview 4 York Region’s Pandemic Shift 5 Future Workplace Models 12 The Hybrid Work Model Is a Leading Trend 17 Stakeholder Considerations When Adopting a Hybrid Model 18 Recommendations for Transitioning to a Hybrid Model Appendix A 22 Methodology Appendix B 23 Interview Participants Appendix C 24 Relevant Graphs and Information Appendix D 26 Resources for Transitioning to Remote and Hybrid Workplaces Appendix E 27 Bibliography Find Conference Board [research at](research at conferenceboard.ca)[ conferenceboard.ca](research at conferenceboard.ca). © The Conference Board of Canada. All rights reserved. Please contact [bit.ly/2HPgDOm](bit.ly/2HPgDOm with questions or concerns about)[ with questions or concerns about](bit.ly/2HPgDOm with questions or concerns about) the use of this material. Key Findings • We interviewed officials in all ten municipalities that make up York Region about their remote work experiences during the pandemic and about their plans for a post-pandemic workplace. Currently, municipalities are reviewing job functions and organizational needs to map out the best way forward, though all of them plan to offer some level of flexible work arrangements to their employees. • Municipalities are unique in that they operate various lines of business, making it impossible to provide all employees with the same type of remote work options. There are plans to find innovative ways to incorporate flexible work options for all employee groups, including those whose job functions require them to be fully on-site. • Municipalities used the pandemic asan opportunity to digitize many of their customer service processes, allowing greater accessibility and convenience. Many have started this process and are continuing to focus on leveraging technology to provide the optimal customer experience. • Change management is vital to build trust with the public and council, as municipalities begin to integrate a new workplace model. Municipalities will need to ensure that all stakeholders are involved in the transition by communicating all of the benefits and considerations for the preferred workplace model. • The top human resources (HR) impact fora hybrid workplace model is in maintaining and building workplace culture. It is important for municipalities to preserve and continue building their organizational culture in a hybrid or remote environment. To do so, many municipalities are taking measures to encourage social connection and collaboration. • In a remote or hybrid work environment, developing a modernized performance management strategy that aligns with these work arrangements is key. Performance management focuses on measuring results and assessing accountability rather than compensating employees for the amount of time that they work. • There is no one-size-fits-all approach for adopting a new workplace model. Organizations should customize the proposed recommendations in this playbook to best suit the unique needs of their employees and business strategies. For the exclusive use of Susan Power, [susan@powerupleadership.ca](susan@powerupleadership.ca), Powerup Leadership. Workplaces for the Future A Playbook for Municipal Leaders on Exploring Remote, Hybrid, and On-Site Models Overview The COVID-19 pandemic has presented employers with a unique opportunity toreinvent the workplace. Formost organizations, the future workplace will likely involve a blend of remote and on-site work. This impact paper examines the benefits and challenges of fully on-site, fully remote, and hybrid workplace models for the Regional Municipality of York. As most municipalities indicated that they

FAQs

What workplace models does the report evaluate for York Region?

The paper examines fully on-site, fully remote, and hybrid workplace models, focusing on what works best for the Regional Municipality of York.

How did York Region municipalities approach remote work during the pandemic?

Municipalities reviewed job functions and organizational needs, increased productivity, and used the period to digitize customer service processes to improve accessibility and convenience.

What key considerations are emphasized when adopting a hybrid workplace model?

The report stresses change management to build trust with the public and council, stakeholder involvement, preserving workplace culture, and aligning performance management with remote and hybrid work arrangements.

Sep 11, 2026

Uploaded by Maeve