8 Dos and Don’ts for Hybrid Working

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Over the past few years, we’ve witnessed a near-constant state of change in the world of work — from how and where people get their work done, to what they expect from their employers in terms of benefits and support. One notable shift is that many organizations now recognize that there’s no need for their employees to go back into an office full-time. And that’s why hybrid work models have become the way forward in nearly every industry that can accommodate remote working.

But like any new change in the workplace, there’s been a significant learning curve associated with hybrid working and the model continues to evolve and improve. Leaders are figuring out what works best for their business, employees are voicing their concerns and needs, and both groups are making compromises with the goal of getting hybrid right for everyone. ??

To support companies who are making the transition to this new way of working, I created a LinkedIn Learning Course called Hybrid Working Foundations. It’s a great tool for any leader who is ready to make the leap to hybrid working but could benefit from some tools and practical advice to help set them up for success. ?

In today’s article, I want to highlight a few key takeaways from my course as well as some new research, insights, and company examples. Below is a sneak peek of the article — sign up for my FREE Workplace Intelligence Insider newsletter to receive the full list of dos and don’ts. And be sure to check out my course if you’re looking for a more comprehensive guide to hybrid working.

When it comes to the hybrid office…

1. Do redesign your office with new employee expectations in mind. People don’t need to commute into an office just to sit at a desk all day — that’s what they’ll use their time at home for. The hybrid office should be much more focused on creating those serendipitous “water cooler” moments that drive connections and a true sense of culture.

As Airbnb CEO Brian Chesky recently shared with Business Insider, “the office has to do something a home can't do.” His prediction? “People will still go to offices, but it'll be for different purposes, for collaboration spaces.” He’s exactly right, and that’s why companies like Rite Aid, JP Morgan, and many others are setting the example by replacing cubicles and assigned desks with flexible spaces geared toward team gatherings and social interactions.

2. Don’t let office workdays turn into a free-for-all where people have to rush to find a workspace. As companies have downsized their real estate to accommodate a much smaller number of employees in the office each day, some have neglected to think through how this will actually work. Even if your organization has a rotating schedule for when your staff go into the building, that doesn’t mean that people will neatly sort themselves out into the different spaces you offer.

This can a layer of unnecessary stress for employees who are already navigating the challenges of having to switch between two entirely different work environments. With this in mind, I can’t emphasize enough how critical is it that employers give workers the tools they need to book workspaces in advance, for example, those provided by Condeco. It’s a small investment that can really move the needle on hybrid worker satisfaction.

When it comes to keeping things fair…

3. Do focus on the employee groups that are more likely to feel excluded and face career repercussions. It’s easy to think that everyone would prefer a hybrid work arrangement over full-time office work. But one study found that 40% of college students and recent graduates prefer fully in-person work, partly because they aren’t getting enough mentoring and networking opportunities when they’re remote.

Meanwhile, a recent Fortune article highlighted that nearly 60% of women in a hybrid arrangement say they’ve been?excluded from important meetings, and about half feel they don’t have enough exposure to company leaders. Companies need to pay special attention to these employee groups as they evaluate their hybrid model, or they’ll have to accept when these workers eventually seek out employment elsewhere.?

4. Don’t expect fairness issues to just “work themselves out” or tell people to come into the office more often if they feel left out. The value of facetime is very real, and employers and managers have to put actual measures in place to address this. Expecting people to come in more often essentially punishes workers for making use of their hybrid arrangements, and eventually, this might create a situation where everyone feels compelled to go in and the hybrid model ceases to exist.?

I’ve previously written about how to address fairness issues, and a lot of the strategies center around offering the right technologies to help put everyone on a more even playing field. For example, in a study conducted by Condeco, 68% of respondents said that achieving “digital equality” during calls is one of the most important things that companies can do to ensure effective collaboration.

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And be sure to join the conversation below — let me know how your company has evolved its approach to hybrid working.