Strengthening Your Company's Culture in the Era of Hybrid Work: A How-To Guide.

Strengthening Your Company's Culture in the Era of Hybrid Work: A How-To Guide.

These are fascinating times for businesses worldwide as work settings rapidly evolve, adapting to the realities of a post-pandemic world.

From speaking to multiple companies each week providing recruitment services, the one topic that keeps coming up is

"How can I maintain a good culture with a hybrid work model?"

This new way of working has definitely brought forth several benefits, but not without its unique challenges, which is why I wanted to research and dive deeper into this topic.

So, let's explore the landscape of hybrid work, its pros and cons, and how we can leverage it to build an inclusive, engaging, and productive culture for all.


The era of hybrid work

The hybrid working model offers a middle ground, providing the social interaction and structure of office work while offering remote work flexibility and autonomy.

Company culture plays a pivotal role in a hybrid work environment.

It is the glue that binds employees together, regardless of their physical location.

It promotes shared values, boosts employee engagement, and fosters a sense of belonging.

Maintaining a strong company culture in a hybrid work model can be challenging due to the lack of physical interaction, but it is not impossible.

With the right strategies, I have seen companies create a thriving culture supporting productivity and job satisfaction while attracting diverse talent.

Let's look at some of the pros of this new way of working.


Benefits of the Hybrid Work Model

1. Increased flexibility and autonomy

One of the most obvious benefits of the hybrid work model is increased flexibility and autonomy.

Employees can balance personal responsibilities with their professional workload more effectively, reducing stress levels and increasing job satisfaction.

They also have the freedom to choose their most productive hours, which can lead to improved productivity and performance.

2. Greater access to diverse talent

Companies can attract and retain talent from different ages, genders, and backgrounds, enhancing workforce diversity.

Having a hybrid work model is more attractive to female talent, for example (more on this to come)

This diversity brings various perspectives and creativity to problem-solving and decision-making processes. I have spoken a lot about the benefits of diversity in my previous newsletter, so be sure to give that one a read.

3. Reduced operational costs

A hybrid work model can significantly reduce costs.

Companies can save on large office space, utilities, and commuting allowances.

Sometimes, people are also willing to take a lower salary to gain more flexibility, something I have seen often over the last 10 years of my recruitment career.

However, Like anything in life, there is no positive without some negatives, so let's look at some of the challenges this new way of working brings up.


Challenges of the Hybrid Work Model

1. Communication and collaboration issues

The hybrid work model can present unique challenges in communication and collaboration.

Without the quick face-to-face interactions at the water cooler that an office environment offers, teams must rely heavily on digital tools for collaboration.

If not managed effectively, this could result in communication gaps, misunderstandings, and delays.

2. Employee isolation and disengagement

Another challenge is the risk of employee isolation and disengagement.

Remote workers might feel left out or disconnected from the company culture, leading to decreased engagement and commitment.

It is crucial for companies to take proactive measures to ensure that all employees feel valued and included, regardless of their work location.

3. Maintaining a unified company culture

Keeping a unified company culture in a hybrid work model can be challenging.

When employees work from different locations and have different experiences, ensuring a consistent culture that promotes shared values and behaviours can be challenging.

Companies need to put extra effort into building and maintaining a strong, inclusive culture that bridges the physical distance among employees.

Now that we know the pros and cons let's look at the data.


Statistics on Hybrid Work

Adoption rates

Recent reports indicate a significant rise in the adoption of hybrid work models.

According to a survey by Gartner, 82% of company leaders plan to allow employees to work remotely.

Another study by Accenture found that 83% of workers prefer a hybrid model, indicating a strong desire for this flexible work arrangement.

Productivity stats

Studies also show promising productivity stats in hybrid work environments.

A study by PwC showed that remote and hybrid models have resulted in productivity boosts in many workforces, with 57% of companies reporting that their organisations had surpassed their targets over the past 12 months thanks to hybrid working.

This underscores the potential of hybrid work models in enhancing productivity and performance.

Employee satisfaction rates

Employee satisfaction rates are also higher in hybrid workplaces.

According to a study by Owl Labs, employees who have the opportunity to work remotely at least once a month are 24% more likely to feel happy and productive in their roles compared to those who don't have this flexibility.

It's clear that hybrid ways of working have solid foundations and benefits for all businesses and their staff, but the question still remains...

"How can we maintain a strong company culture?"

Gratefully, I get to have some incredible conversations each week with leading HR professionals and here are some tried and tested strategies to consider.


Strengthening Company Culture in a Hybrid Work Model

1. Promoting open communication and transparency

Open communication and transparency are key to maintaining a strong company culture in a hybrid work model.

Regular check-ins, feedback sessions, and open-door policies can promote clear and effective communication.

Companies should also be transparent about their decisions and policies, fostering employee trust and engagement.

2. Encouraging collaboration and teamwork

Encouraging collaboration and teamwork can help bridge the physical divide in a hybrid work model.

Companies can leverage digital tools and platforms for collaboration, brainstorming, and project management.

Regular team meetings, both virtual and in-person, can also foster a sense of teamwork and unity.

Make the days in the office fun and engaging, and give people a reason to want to come into the office.

3. Implementing regular team-building activities

Regular team-building activities, both online and offline, can strengthen bonds and promote a sense of belonging among employees in a hybrid work model.

These activities can range from virtual coffee breaks and game sessions to periodic team retreats and social events.

4. Recognising and appreciating employee efforts

Recognising and appreciating employee efforts is another effective strategy for strengthening company culture.

Regular recognition of big and small achievements can boost morale and motivation.

Companies can establish recognition programs that celebrate employee accomplishments, reinforcing their values and fostering a culture of appreciation.

At the end of the day, businesses need to provide a compelling reason for employees to want to come into the office more. Fruit baskets and beers on a Friday don't cut it.

Focus on creating a culture of collaboration and communication, and you won't need to entice people back in 2-3 days a week; they will want to be there.

Finally, I wanted to explore the role of Hybrid Work in Attracting Women to the Workforce.

You will know by now from reading my blogs, podcasts and posts that I am on a mission to encourage more women to enter the tech workforce.

If your company wants to attract and retain women in your workforce, then offering hybrid ways of working is a must.

Here's why...

The appeal of flexibility for blending work and life.

Hybrid work models appeal to women as they offer greater flexibility for managing work and life commitments.

The ability to work from home can significantly reduce the time and stress associated with commuting, providing more time for personal responsibilities and family care.

This flexibility can be a game-changer in attracting and retaining women in the workforce.

A hybrid work model also opens up opportunities for career advancement for women.

This can lead to a more diverse and inclusive leadership pipeline, promoting gender equality in the workplace.

If you want to increase gender diversity, I highly recommend leveraging a hybrid work model to attract more women by clearly communicating the flexible work policies in job descriptions and during interviews.

Also, ensure that the culture supports work-life integration and provides equal opportunities for career advancement regardless of physical location.


In summary, the hybrid work era presents exciting opportunities and unique business challenges.

It offers increased flexibility, access to a diverse talent pool, and reduced operational costs.

However, it also presents challenges in communication, potential employee isolation, and maintaining a unified company culture.

Despite these challenges, the benefits are compelling, as shown by the high adoption rates, productivity stats, and employee satisfaction.

As we look towards the future, it's clear that hybrid work is here to stay.

Its impact on company culture will continue to unfold, but with the right strategies, companies can navigate this change successfully.


I hope you enjoyed this week's newsletter.

I would love to hear your thoughts on hybrid ways of working, so please comment below.

Until next week

Georgie x


Looking for more career, culture, and business insights? Check out the Career Confidence podcast



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Let's chat! DM me or email [email protected]

shyam singh

|freelance translator|| freelance English Typist

1 年

Nice post, Good morning to you, and have a nice positive day.?

John DeBrincat

Principal Consultant @ ShapedLogic | Planning & Management Advisor | Chair ACS Foundation

1 年

Georgie Hubbard I like your newsletter and a great topic. I'd challenge one points. It does not reduce operational costs. If you really look at the full extent of a complete implementation then costs will generally increase. You need to weight an offset in reduced productivity and you need to cost in proper governance. IT network infrastructure and implementation will be more complex and security and privacy issues with board level governance increases. I wrote about this recently for a event at UTS. Many analysts and boards are now rethinking how they can maintain the flexibility without losing control. That is why we have seen some businesses try to reverse WFH and bring employees back to the office. We also need to consider the greater economic issue with a shift in consumer spending related to this which was not really planned. If you are interested I covered it to some degree in the article at https://www.dhirubhai.net/feed/update/urn:li:activity:7086585055308873728?utm_source=share&utm_medium=member_desktop.

Georgie Hubbard

Director of CH Solutions and Sisterhood Club | Career Confidence Podcast Host ???| 10 years experience building tech teams ????

1 年

I look forward to your thoughts on this weeks newsletter

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