Hybrid Work Models: Best Practices for the (not so) New Normal

Navigating the fine art of balancing office banter and "You're on mute!" in the post-pandemic workplace revolution.

Hey there, workplace wizards! 👋 There are still some people grappling with the idea of remote work and enforcing RTO (Return To Orifice) policies and, frankly, that’s not cool. So, I thought I’d review what we’ve learned so far and, hopefully, you can encourage your SLT to not make such a bad decision. Grab your favourite brew (coffee, tea, or something stronger—I won't judge) and let's review the wonderful world of "Is this meeting in-person or online?” and “Do I need trousers today?"

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How to Avoid a Workplace Identity Crisis

Obviously, the pandemic turned the traditional office model on its head. We've gone from water cooler chats to "You're on mute, again, Lawrence!". Now, as we’re still trying to navigate this brave new world of hybrid work, getting it right and keeping the balance is crucial. Why? Because if you don't, you might end up with:

• A workforce more divided than a Brexit debate

• Low productivity and listless employees

• A fragmented company culture (which might sound cool, but isn’t)

In short, mess this up, and you'll be longing for the days when your biggest problem was someone stealing your lunch from the office fridge.

The Hybrid Work Balancing Act: An Overview

Implementing a successful hybrid work model is like trying to bake the perfect cake: it takes the right ingredients, careful timing, and a bit of luck. Here's what you need to consider:

1. Flexibility: One size fits all? More like one size fits nobody uncomfortably.

2. Communication: Because "I thought that was next week" is not a valid excuse (usually).

3. Technology: Unless you want your remote workers to feel like they're dialling in from the Stone Age.

4. Culture: Yes, you can build a strong culture without forced fun Fridays at the pub, foosball, or Karens pot-luck.

5. Wellbeing: Because burnout is so 2020.

How to Make Hybrid Work Without Losing Your Marbles

Ready to make hybrid work actually work? Here are some tips that don't require a PhD in organisational psychology (although, they can be helpful, and you’d be a legit doctor):

1. Set Clear Expectations

   1. Define which roles can be done remotely and which need in-office presence. Generally speaking, unless there is equipment that cannot be taken, or used, at home, it can be remote.

   2. Establish core hours for synchronous work and meetings.

   3. Communicate, communicate, communicate. Then communicate some more. If you feel like you’re doing too much communicating, you’re probably only just doing enough.

2. Invest in the Right Tech

   1. Ensure everyone has the tools they need to work effectively, whether at home or in the office. Don’t skimp on chairs, desks, monitors and peripherals. Get some good stuff and your staff will thank you.

   2. Implement robust cybersecurity measures. Because "The dog ate my laptop" isn't a great excuse for a data breach. A topic for another newsletter, but InfoSec is one of the most important things to consider with remote work (well, it is in spot two on this list). InfoSec is about culture and culture is about people.

3. Rethink Your Office Space

   1. Create collaboration zones for when teams are in the office. They’ve done the hard working of showering and putting on trousers. Let them have a beanbag and a decent coffee machine.

   2. Hot-desking? Make sure you have a booking system to avoid turf wars.

4. Foster Inclusive Meetings

   1. If one person is remote, everyone goes on video. No "room vs. zoom" scenarios. Seriously. There’s nothing more irritating than a giant head or two on a screen, then ignoring them as people are in the room.

   2. Invest in good audio-visual equipment. No one wants to squint at a pixelated colleague or listen to audio that sounds like it's coming through a tin can.

5. Prioritise Wellbeing

   1. Encourage regular breaks and set boundaries. "Always on" is a great way to burn out faster than cheap toast. Schedule one-to-ones with people in and outside of your team and just chat - you don’t have to talk about work (and I’d encourage you to not always talk about work). Just hang out, but online.

   2. Provide mental health resources and support.

6. Build Culture Intentionally

   1. Create opportunities for social interaction, both virtual and in-person. (See point 5a above on wellbeing)

   2. Recognise and celebrate achievements, no matter where people are working from. There’s plenty of tools for this. Encourage your managers to call out great performance publicly. People need to know that remote work works, right?

7. Train Your Managers

   1. Help them understand how to lead hybrid teams effectively. This is a different thing to managing teams in the same place. Be prepared for this to uncover some bad managers as they often hide behind their teams.

   2. Emphasise the importance of trust and outcomes over presenteeism.

Embrace the Hybrid Revolution (in your pyjamas, if you like)

Hybrid work isn't just a trend; it's the future of work wrapped in a "where did I leave my laptop charger?" package. It's challenging, sure, but it's also an opportunity to create a more flexible, inclusive, and productive workplace.

Remember, there's no one-size-fits-all approach to hybrid work. It's about finding what works for your organisation and your people. And yes, that might involve some trial and error. But hey, if we can figure out how to use breakout rooms in Zoom, we can figure this out too.

So, gear up, stay flexible, and keeping embracing the hybrid work revolution. Who knows? You might even find yourself missing those awkward lift conversations. (Okay, maybe not.)

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From the community

Some interesting links from the #people Slack community:

• Sanghmitra says: “You know how Thursdays can be a bit of a drag? Well, I found the perfect pick-me-up: TED talks for recruiters!”

• Sam Schultz says, “… this September and October, Beyond Borders will be coming to Berlin, Amsterdam, and London. Join us to learn, discuss and network with innovators in the People, Global Mobility, Immigration and Business space!” - https://www.localyze.com/beyond-borders

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