You've probably noticed: the rules of work have changed rapidly. Suddenly, working from home is normal, coming into the office is a big event, and it's rare for all colleagues to be in the same place at the same time. Moving to a hybrid workplace doesn't mean the end of productivity or a strong company culture - but it does require some big changes. We've put together our top tips and not-to-be-recommended actions that will enable your team to move from an office-only workplace to a hybrid one.
**1. Consult your staff: Start the process by asking your employees' needs and preferences. Understand what working models work best for them and take their feedback into account when designing policies.
**2. Create clarity and transparency: Ensure that the new working model has clear guidelines and expectations. Define company-wide guardrails, such as which days in the office are required and what flexibility is available, how internal and external accessibility is ensured and which central communication channels are used. Transparency is key to avoid confusion and misunderstandings.
**3. Set the stage for clear communication: Between email, chat, text, video calls and online collaboration tools, there are so many ways to communicate. Decide together which tools your team will use, what each is best for, and how best to manage timing so that people don't get pings at all times.
**4. Work on building team trust: Spending less time together can take longer to build strong relationships. Take the time to foster these relationships, whether by planning occasional team events, encouraging regular 1:1 conversations or creating space for an informal chat before moving on to business as usual.
**5. Make wellbeing a priority: While working from home offers flexibility, it can also lead to being 'always available'. Make sure you emphasise the importance of your employees' wellbeing and allow them to take breaks and log off when they need to.
**6. Hold your colleagues accountable: It can be easy to become withdrawn if you don't see each other every day. Therefore, agree on goals and deadlines with your colleagues. Hold them accountable if they don't meet their targets, but also recognise their achievements.
**7. Get feedback and adapt: Implement regular feedback mechanisms to assess the effectiveness of the hybrid working model. Be ready to make adjustments as needs change and, as always, make sure to communicate them openly and transparently.
**1. One size fits all: Avoid developing a rigid hybrid work policy that is the same for all employees. Different teams and roles have different requirements. Adapt your policies accordingly.
**2. Lack of communication: Do not neglect communication. Inform your staff about changes and provide clear guidelines for implementation. Communicate once too often rather than once too little.
**3. Exclusive events or meetings: When organising meetings or events, make sure they are suitable for everyone. Meetings should be inclusive, whether your staff are in the office or dialing in remotely.
**4. Control and micromanagement: This is a no-brainer - no one likes to be micromanaged. Set deadlines, communicate expectations clearly and let your colleagues work the way they want to. Measure their performance by results, not by their physical presence in the office.
**5. Forget the company culture: Make sure that the hybrid working model supports the company culture. Promote social interaction and a sense of belonging, even when employees work remotely.
**6. Create an "us vs them" mentality: A danger to the working atmosphere and team communication can be when an "us versus them" mentality is created. It can be particularly challenging when some employees work full-time on-site while others work remotely or in a hybrid model. Many are so used to working in the office that it can be difficult to remember that colleagues working in the home office may not hear all the conversations or be aware of what is happening at the office. Therefore, it is important to ensure that all colleagues stay informed and have access to the materials they need at the right time.
**7. Lack of flexibility: One of the greatest strengths of hybrid work is flexibility. Avoid unnecessary restrictions that could negate the benefits of this way of working. Also, offer appropriate employee benefits that cater to the new hybrid work model and support your employees individually in their professional and private lives.
A well-designed hybrid work policy can increase employee satisfaction, promote talent retention and boost productivity. By following the dos and avoiding the don'ts, you can ensure that your policy is effective and sustainable.
Remember that a successful hybrid working model may require continuous adjustments to meet changing needs. Stay open to feedback and flexibility to ensure that your employees have the best possible working environment.
With a well-designed hybrid work policy and matching employee benefits, companies can shape the future of work while meeting the needs of their employees.
You've probably noticed: the rules of work have changed rapidly. Suddenly, working from home is normal, coming into the office is a big event, and it's rare for all colleagues to be in the same place at the same time. Moving to a hybrid workplace doesn't mean the end of productivity or a strong company culture - but it does require some big changes. We've put together our top tips and not-to-be-recommended actions that will enable your team to move from an office-only workplace to a hybrid one.
**1. Consult your staff: Start the process by asking your employees' needs and preferences. Understand what working models work best for them and take their feedback into account when designing policies.
**2. Create clarity and transparency: Ensure that the new working model has clear guidelines and expectations. Define company-wide guardrails, such as which days in the office are required and what flexibility is available, how internal and external accessibility is ensured and which central communication channels are used. Transparency is key to avoid confusion and misunderstandings.
**3. Set the stage for clear communication: Between email, chat, text, video calls and online collaboration tools, there are so many ways to communicate. Decide together which tools your team will use, what each is best for, and how best to manage timing so that people don't get pings at all times.
**4. Work on building team trust: Spending less time together can take longer to build strong relationships. Take the time to foster these relationships, whether by planning occasional team events, encouraging regular 1:1 conversations or creating space for an informal chat before moving on to business as usual.
**5. Make wellbeing a priority: While working from home offers flexibility, it can also lead to being 'always available'. Make sure you emphasise the importance of your employees' wellbeing and allow them to take breaks and log off when they need to.
**6. Hold your colleagues accountable: It can be easy to become withdrawn if you don't see each other every day. Therefore, agree on goals and deadlines with your colleagues. Hold them accountable if they don't meet their targets, but also recognise their achievements.
**7. Get feedback and adapt: Implement regular feedback mechanisms to assess the effectiveness of the hybrid working model. Be ready to make adjustments as needs change and, as always, make sure to communicate them openly and transparently.
**1. One size fits all: Avoid developing a rigid hybrid work policy that is the same for all employees. Different teams and roles have different requirements. Adapt your policies accordingly.
**2. Lack of communication: Do not neglect communication. Inform your staff about changes and provide clear guidelines for implementation. Communicate once too often rather than once too little.
**3. Exclusive events or meetings: When organising meetings or events, make sure they are suitable for everyone. Meetings should be inclusive, whether your staff are in the office or dialing in remotely.
**4. Control and micromanagement: This is a no-brainer - no one likes to be micromanaged. Set deadlines, communicate expectations clearly and let your colleagues work the way they want to. Measure their performance by results, not by their physical presence in the office.
**5. Forget the company culture: Make sure that the hybrid working model supports the company culture. Promote social interaction and a sense of belonging, even when employees work remotely.
**6. Create an "us vs them" mentality: A danger to the working atmosphere and team communication can be when an "us versus them" mentality is created. It can be particularly challenging when some employees work full-time on-site while others work remotely or in a hybrid model. Many are so used to working in the office that it can be difficult to remember that colleagues working in the home office may not hear all the conversations or be aware of what is happening at the office. Therefore, it is important to ensure that all colleagues stay informed and have access to the materials they need at the right time.
**7. Lack of flexibility: One of the greatest strengths of hybrid work is flexibility. Avoid unnecessary restrictions that could negate the benefits of this way of working. Also, offer appropriate employee benefits that cater to the new hybrid work model and support your employees individually in their professional and private lives.
A well-designed hybrid work policy can increase employee satisfaction, promote talent retention and boost productivity. By following the dos and avoiding the don'ts, you can ensure that your policy is effective and sustainable.
Remember that a successful hybrid working model may require continuous adjustments to meet changing needs. Stay open to feedback and flexibility to ensure that your employees have the best possible working environment.
With a well-designed hybrid work policy and matching employee benefits, companies can shape the future of work while meeting the needs of their employees.
