Hybrid working - How to do it right

Hybrid working refers to a work model that combines remote work and on site work. It allows employees to have a flexible arrangement where they split their time between working remotely, typically from home or any other location of their choice and working from a traditional office or a designated workspace.

In a hybrid working setup, employees have the flexibility to choose when and where they work, depending on their tasks, personal preferences and the company's policies. This approach offers a balance between the benefits of remote work, such as increased flexibility and reduced commuting time and the advantages of in person collaboration and face to face interactions.

Organisations adopting hybrid working models often provide employees with the necessary tools and technologies to effectively communicate, collaborate and complete their tasks remotely. This may involve the use of video conferencing software, project management tools, cloud-based file sharing systems and other digital platforms that facilitate remote work.

Hybrid working has gained significant popularity, particularly in response to the COVID-19 pandemic, which accelerated the adoption of remote work globally. Many companies have recognized the potential for increased productivity and job satisfaction that hybrid working offers, as it provides employees with a greater sense of autonomy and work life balance while maintaining opportunities for team collaboration and social interaction.

eanwhile, there are some areas of hybrid working that are very important to avoid:

• Stress or psychological harm like depression
• Misunderstandings
• Lack of expectation adjustment
• A huge change in the company culture
• Physical injuries
• That key decision makers (leaders) are not reachable or as visiable

This leads us to the next issue. What does it take as a leader to manage hybrid workers?

Managing hybrid workers effectively as a leader requires certain skills and strategies to ensure productivity, engagement and a positive work environment. In fact it's more challenging than managing a team in the office space.

Here are some key considerations you may have:

1. Maintain open and transparent communication with your hybrid team. Clearly communicate expectations, goals and deadlines. Ensure everyone understands the communication channels, preferred modes of communication and response timeframes. Leverage various communication tools, such as email, video conferencing, instant messaging, and project management platforms, to stay connected

2. Trust and autonomy: Trust is crucial in a hybrid working environment. Provide your team members with a sense of autonomy and empower them to manage their work independently. Focus on outcomes and results rather than micromanaging their activities. Trust your employees to make informed decisions and meet their responsibilities and deadlines

3. Schedule regular check ins with your hybrid team members to discuss their progress, challenges and any support they may need. These can be in the form of one on one meetings, team meetings or virtual stand ups. These interactions help build rapport, address concerns, provide feedback and maintain a sense of connection

4. Goal alignment: Clearly define individual and team goals and ensure they align with the organisation's objectives. Help your team members understand how their work contributes to the overall success of the team and the company. Regularly revisit goals, provide guidance and celebrate achievements to keep everyone motivated and focused

5. Flexible work arrangements: Recognise and accommodate the diverse needs and preferences of your hybrid team. Be open to discussing flexible work arrangements, such as adjusting working hours or allowing employees to work from different locations. Encourage a healthy work life balance while ensuring that business needs are met

6. Foster a sense of collaboration and teamwork among hybrid workers. Encourage virtual collaboration through video conferences, shared documents and collaboration tools. Organise virtual team building activities or occasional in person meet ups to strengthen relationships and promote camaraderie

7. Performance evaluation and feedback: Establish clear performance evaluation criteria for hybrid workers and provide regular feedback on their performance. Ensure that the evaluation is fair, transparent and based on objective metrics. Offer constructive feedback to help employees improve their work and provide recognition for their achievements

8. Training and support: Offer ongoing training and support to help hybrid workers adapt to new technologies, tools and workflows. Provide resources, tutorials and training sessions to enhance their skills and knowledge. Support their professional growth and address any challenges they may face in the hybrid work environment

Meanwhile, there might be a difference in the focus from an individual and the company perspective.

Individual demands vs. the company's value creation

Balancing individual demands and the company's value creation is an important aspect of effective leadership in managing hybrid workers. Examples:

• Flexibility within boundaries: Acknowledge and accommodate individual demands to the extent that they align with the company's overall goals and values. Establish boundaries and guidelines that ensure individual needs are met while maintaining focus on value creation. This may involve setting expectations regarding: Working hours, availability for meetings and collaboration requirements

• Open communication: Encourage open and honest communication between employees and leaders. Create a culture where individuals feel comfortable expressing their needs and concerns. Regularly engage in discussions to understand individual circumstances, preferences and challenges. Seek mutually beneficial solutions that align with both individual and organisational priorities

• Performance based approach: Emphasise a performance based approach to ensure that individual demands are balanced with the value created by the employees. Focus on outcomes, deliverables and the impact of individual contributions on the organisation's success. Provide feedback and recognition based on performance, which motivates employees to align their personal goals with the company's objectives

• Clear alignment of goals: Establish clear alignment between individual goals and the company's value creation. During goal setting discussions, ensure that individual objectives contribute to the overall organisational strategy. This alignment helps individuals see the connection between their work and the company's success, enhancing their motivation and commitment

• Continuous learning and development: Support individual growth and development initiatives that align with the company's goals. Encourage employees to acquire new skills, knowledge and competencies that contribute to value creation. Provide resources and opportunities for training, mentoring and upskilling to enhance both individual and organisational capabilities

• Flexibility as a reward: Consider flexibility as a reward for high performing employees who consistently demonstrate their ability to deliver value. Use flexibility as an incentive that is earned through exceptional performance and aligning with organisational goals. This approach encourages employees to prioritise value creation while also valuing their individual needs

 

• Regular reassessment: Regularly reassess the balance between individual demands and the company's value creation. As circumstances change, ensure that the arrangement remains mutually beneficial. Evaluate the effectiveness of the hybrid work model in meeting individual and organisational goals and make necessary adjustments as required

To secure a productive work environment also takes a book answering all the questions in regards to hybrid working.

Work play book

It's not a coincidence that the heading is: Work play book.

It could have been: Employee handbook, but it's not.

Work play book passes a greater positive meaning.