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In today's rapidly changing business environment, hybrid work models stand out as a balanced approach to productivity and flexibility. HR leaders and department managers find themselves at the helm of this transition, faced with the challenge of integrating these models effectively into their teams.
Here, 14 Forbes Human Resources Council leaders shed light on some important considerations for aligning both company objectives and employee expectations for hybrid work. From communication and technology to individual preferences and legal implications, here's what leaders should think about when crafting effective and sustainable hybrid arrangements.
1. Set Expectations Regarding Flexibility
Hybrid is about flexibility. Consider what flexibility is possible, what is not and why. Explain to your teams what is and isn't possible and the business reason why. Allow the teams to determine what flexibility they need given their goals and within the set parameters. If we want employees to be flexible for the company, we need to be flexible for them where we can too. - Amy Casciotti, TechSmith Corporation
2. Communicate Your Guidelines Clearly
HR leaders negotiating hybrid work models must prioritize clear communication. Establishing transparent guidelines on remote and in-office expectations fosters a collaborative culture while addressing potential concerns related to equity, team cohesion and performance metrics. - Rick Hammell, Atlas
3. Determine Whether A Team Co-Location Is Necessary
When negotiating hybrid work models, HR leaders and department managers should consider the necessity of team co-location. It's crucial to determine if and when team members need to be physically present in the same office for collaboration or specific tasks and to establish similar in-office days to maximize team interaction and productivity. - Chad MacRae, Tinder
4. Emphasize Team Synchronization
Effective hybrid work models hinge on balancing flexibility and collaboration. A Harvard Business Review study highlighted a tech firm successfully implementing hybrid work by prioritizing team synchronization during common office days, ensuring remote and in-person engagement. This approach fosters a cohesive culture while respecting individual work preferences. - Joseph Soares, IBPROM Corp.
5. Have Clear Lines Of Communication
One consideration that HR leaders and department managers must keep in mind when negotiating hybrid work models is the need for clear and transparent communication. As organizations transition to hybrid work arrangements, it's essential to establish open lines of communication to address various aspects of the hybrid model, such as expectations, guidelines and potential challenges. - Yvette Kennedy, Kennedy Talent Strategies
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6. Be Consistent Across Departments
Ensure consistency between departments so there are no perceptions of favoritism. Have a clear policy in place as to what constitutes the hybrid work model and ensure that decisions are dependent on business needs. This can eliminate questions about the policy. - Erin ImHof, CertiK
7. Make Decisions Based On Actual Needs
Gauge what level of in-person work is truly required. Many organizations have established arbitrary schedules that aren’t necessarily aligned with business needs and instead are based on leadership’s preferences. If employees are sitting in Zoom meetings all day or are not experiencing the stated benefits of in-person work, engagement and retention can be greatly impacted. - Lisa Shuster, iHire
8. Ensure Employees Are Adequately Supported
Employees must understand and use the flexible benefits available to them beyond remote and hybrid work. The popularity of hybrid work has shifted the work-life balance for many workers by increasing their flexibility. Depending on how hybrid work models are negotiated within an organization, employees may need additional support to maintain their work-life balance without burning out. - Niki Jorgensen, Insperity
9. Provide Equal Access To All Employees
Ensure that all employees, regardless of their work location, have equal access to opportunities for career advancement, learning and development and participation in key projects. - Britton Bloch, Navy Federal
10. Be Mindful Of How Your Policies Impact Marginalized Employees
Consider how changing the work environment will affect marginalized demographics—like people with disabilities, women, working parents and so on—and work with those groups to find a compromise. Remote work isn’t just popular because it made work during the pandemic possible. It also makes work equitable for many people who previously didn’t have the flexibility they needed to live their best lives. - Ursula Mead, InHerSight
11. Provide Continuous Training And Support
Achievers Workforce Institute published a global research study on manager effectiveness and found that just 28% of employees would recommend their manager. Regardless of where someone works, frequent contact, recognition, coaching and career development are key drivers of manager effectiveness that should be in your playbook. - David Bator, Achievers
12. Avoid Proximity Bias
A key consideration when negotiating hybrid work models is to ensure all employees have access to learning and growth opportunities and company resources, regardless of their work location. Those employees who are unable to come into the office every day may thrive in a hybrid work model; however, proximity bias shouldn’t put them at a disadvantage when compared to their in-office co-workers. - John Feldmann, Insperity
13. Focus On Results
Hybrid is about empowerment and the ability to rely on teams' decisions. The team should have a clear framework to decide how hybrid works that should not have much deviation between managers. Delivery KPIs should determine the team's actions—not personal seniority decisions. - Nick Frey, Avomind
14. Set Policies In Line With Your Cultural Agenda
First and foremost, consider your company's culture—why and when do you want your people to work in-person versus remotely, and how does this approach further your cultural agenda? Balance this with a common sense approach, incorporating both flexibility and fairness to ensure you continue to nurture the most productive environment for your people and your business. - Tracy Cote, StockX
