Shifting to a Hybrid Work Model? Don’t Neglect These 3 Things

As organizations across industries transition back to the office, many are asking whether the way they had been working before the pandemic will keep working in a post-Covid world. 

Is the future of work a hybrid model, where some team members return to the office full time, others stay fully remote, and some strike a balance between the two?

The answer, we believe, is yes–while some industries and employers will require all staff to return to the office five days a week, many knowledge-based organizations will find they are able to retain their best talent by offering a mix of work environments, resulting in what is quickly becoming known as a “hybrid model.” 

As organizations face the new reality of a hybrid work environment, they’re asking: “How do we make this work?”

Reimagining the workday, including a transition to a hybrid model, can feel scary. And just like other major changes to the way we work, if it’s not done thoughtfully and intentionally, it will fail to meet the needs of your team and organization.

But it is possible to transition to a hybrid work model successfully. Here are a few things for organizational leaders to keep in mind:

Democratize the Process

If you’re a leader considering a hybrid work model, it’s likely because you’ve taken the temperature of your team and learned that some, if not many, people don’t want to return to the office full-time. Whether they prefer to work remotely some or all of the time because of health concerns, caregiving needs, or because they’ve found they can be more focused and effective out of the office, organizations need to take these desires into consideration if they want to retain their best talent.

But a transition to a hybrid model, and determining who will work from where and when, can’t be a top-down decision. First, don’t assume you know what your team wants–if you haven’t asked them yet, don’t move forward until you’ve surveyed all staff. Consider not just asking who wants to be in-office or work from home, but ask what challenges they might face in or out of the office. 

This is also the perfect time to dig deeper into how your team works. There may be norms, or ways of working, that are no longer effective in a remote or hybrid work environment. Which meetings need to be video calls, which can be phone calls, and which are altogether unnecessary? How frequently do team members need to communicate, and how often does it need to be in-person? Does your team have time for deep work or are they being constantly interrupted, either in the office or virtually?

Finally, keep an open mind. Don’t assume you know what will work for your team, or more importantly, what won’t work for them. Your team has a wealth of insight and creativity they can offer to help them work effectively in or out of the office.

Understand the Trade-Offs

We wish we had a silver bullet to help you figure out what is right for your organization in a post-Covid world. Instead, there’s no right or wrong way of working. Whether you choose to bring everyone back to the office, stay fully remote, or give employees a choice, there will be trade-offs.

Yes, remote work does affect company culture. Is that necessarily bad? No–but it has to be acknowledged. Having some people in the office and others working from home can certainly lead to communication breakdown and interpersonal conflict, but by addressing those potential pitfalls, you can help your team avoid them. 

Above all, be honest with your team about why you’ve chosen the working model that’s right for your organization. Some people will be happier than others with your decision, and that’s okay–listen to and affirm their concerns, and then find ways to both prevent and address potential challenges. 

Then, get really clear on how your team will work together. The more clarity you can offer your team around expectations for availability, communication, project management, client service, and reporting, the better. If team members know exactly what is expected of them regardless of where they are working from, you’ll avoid many of the snags in your transition to a new way of working together.

Consider Core Hours

Are you thinking, “Okay, I’ve talked with my team, we’ve chosen a path forward, acknowledged the trade-offs, and now we’re trying to figure out how to make this work”? You’re not alone! If you’re desperate to figure out how to make a hybrid model work, consider Core Hours.

Core Hours are agreed-upon blocks of time for teams to engage in intentional collaboration and synergy while protecting other times for deep focus and creativity. 

Core Hours can be structured to fit every organization's mission, culture, and operations. While all Core Hours frameworks are unique, they typically include elements like time set aside for meetings, days and/or times all staff are together in person, and days or times specifically set aside for individualized focus, regardless of working location. 

A Core Hours framework values outcomes over time spent working, motivating teams to be more focused and effective. If you're ready to figure out exactly how your organization needs to work in a post-Covid world, Core Hours might be the path forward you need.

Curious about how to implement a Core Hours framework at your organization? We can help! Click here to contact us and get a conversation started!

Don’t Be Afraid to Adjust

Agile organizations that can iterate new ways of working in a hybrid work environment will quickly become the most attractive, effective organizations. Covid-19 flipped how we work upside down, giving employees more autonomy and power to advocate for a way of working that meets all of their needs, both professionally and personally. 

By prioritizing input, acknowledging the trade-offs, and establishing new ways of working that clearly outline times for collaboration and times for deep work, you can create a working environment that prioritizes outcomes and empowers teams to do their best work, regardless of location.