The Most Straightforward Guide To A Hybrid Work Model

WFH , we classify hybrid remote work when one major part of the company works from an office – either full-time or part-time – and another major part is fully remote. One half of your workforce is in the office and the other is spread around the globe working remotely. Use online tools to be more aware of the different time zones or find the most convenient day or moment for everyone – when it’s Friday for you, it could be Saturday for others. Innovation facilitator Grace Lau shared with me her experience with new, virtually-formed teams. Team members who live close to the office deliberately decided NOT to meet face-to-face. This wasn’t a rule that the leader imposed, but rather a principle the team adopted. Successful team bonding helps people to do their best and most fulfilling work together.

It is important in the Hybrid office to enable this to be flexible and encourage colleagues to understand what works for them and their situation safely. Managers should carry out programs to support mental health, physical health, social connectivity, collaboration tools, and family care. They must continue to develop programs and policies that create an empathetic culture centered on employee wellness. Before the pandemic, many organizations trained leaders in critical fields such as emotional intelligence and building community within teams.

Google is also allowing employees to apply for fully remote work. In a comparison of two accounting companies, researchers found that a flatter hierarchy helped facilitate virtual work, because remote workers didn’t feel too far from the center of the organization. Our own research also found a strong correlation between employee autonomy and productivity outside the office. Companies who use this model tend to build the business around the work-from-home mentality, leading to a noticeable difference in operations and employee experiences. It can be challenging for workers to build a strong rapport when they only see each other on the occasional video call—or perhaps not at all. Communication issues may arise, too, primarily if team members are operating from different time zones. As you’ll learn, there’s no one-size-fits-all approach when it comes to hybrid models.

There could also be communication, team engagement, and coordination issues, common in geographically distributed teams, affecting the quality and quantity of work. Google’s “flexible workweek” calls for employees to spend at least three days a week in the office and the rest at home. Microsoft’s “hybrid workplace” means most employees can spend up to half their time working remotely.

Getting Employees’ Buy

But as more employees demand flexibility, it’ll become even more common. Companies must meet the needs of their workforce or risk losing talent to employers that do. Recent survey we conducted with Wakefield Research shows that almost half of employees (47%) would likely look for a job if their employer doesn’t adopt a flexible working model. Let’s look at some of the perks of hybrid work for employees and their companies.

Prior to the pandemic, HR managers debated the viability of remote work. During the worldwide lockdown, businesses were forced to allow their employees and contractors to work remotely.

How To Support Hybrid Remote Teams With Wrike

I use this option a lot with my clients to share follow-up activities or to debrief a workshop. In Fearless Culture, we alternate our open workshops to adapt the time to attendees from all continents. Sometimes, it’s our team who stays late until midnight, so participants don’t have to. This principle has become a rallying cry of collaborative decision-making advocates. It started in the health care space – no doctor should make decisions about people’s health without their input – and quickly infiltrated the workplace.

• Some technology and equipment may be necessary to get work done at home or in other remote locations.
• Managers can combat this by structuring ways for employees to interact socially while working remotely.
• Having access to a wider talent pool means you can hire people with specialized skills.
• Hybrid work schedules exist on a spectrum, with some being “office-centric” and others “remote-first.” They vary greatly depending on companies, teams, and even individuals.
• For example, some companies allow employees to choose what part of the company’s business they want to focus on.

Before the project begins, provide all the details and requirements in advance. Another good step is keeping important documents and communication centralized. These may serve different purposes or function in new ways compared to the types of meetings you currently host. Make sure to divide up one-on-ones and status meetings so that each remote individual receives some personal attention. Ensure that your employee data is safe, while still being accessible.