The hybrid workplace isn’t going anywhere. Even when offices around the country reopen, many businesses have stated that they plan to keep remote work standards in place, at least in part. Are hybrid offices going to be the new standard?
Companies that are ready to move personnel to hybrid offices confront new obstacles when pandemic conditions ease. Companies must achieve balance, productivity, and consistency in this “new normal,” while simultaneously cultivating a strong culture that promotes hybrid work. If improperly implemented, the hybrid approach can cause division, but justice can also get in the way of assuring productivity.
Here are some ideas for achieving all of your goals and establishing a successful hybrid work culture:
It’s a two-way street when it comes to communication. Remote teams are frequently left out of the loop when it comes to company announcements and what’s going on in the office. On-site employees may also feel cut off from their remote colleagues because they don’t always have access to real-time communication.
By establishing communication expectations up front, you may overcome both parties’ obstacles. Tell your remote staff how often they should check in and whether they need to ring into meetings. Make it simple for office workers to contact them during normal working hours. Make it a point to send out a newsletter with up-to-date information so that everyone on the team is informed.
Working from home has its drawbacks. Remote workers, for example, have higher costs since they must provide their own office equipment, technology, and “office” bills. They also miss out on in-office privileges like free coffee and access to the company gym. Consider providing a stipend to assist for some of these expenditures to make it more equitable.
Remote workers and in-office employees both face social hurdles when they are brought in. To create trust, camaraderie, and partnerships, teams must get to know one another (the foundation of social capital). A lack of social capital might make it difficult for team members to be engaged, share ideas, or motivate others.
Adding remote workers to each of your teams, or better yet, rotating some of your remote workers between teams so they can meet more people, is one strategy to support social capital growth. This allows distant workers to form internal networks, obtain cross-functional insights, and feel more involved into your firm.
It’s not always necessary to hold a Zoom meeting to bring your remote and on-site staff together. Consider how you might bring your staff together in a pleasant way. A company outing, for example, can be appropriate if you have local employees who work remotely. You can also invite your remote workers to a conference, training, or workshop at your office to meet the in-house team. Allow your remote employees to ring in and join in the festivities if you have an awards day or celebration. For a hybrid offices work culture, inclusivity is essential