One topic that is popular among employees, leaders, and HR professionals is the hybrid work arrangement, combining both in-office and remote working. Returning to the office is exciting for some, but a daunting prospect for others. Organizations are at various stages of implementing hybrid work environments. Leaders, HR folks, and employees may continue to experience growing pains as they transition into this new paradigm.
Hybrid work before the pandemic
Although not widely known, before the pandemic triggered a global rethink on traditional work structures, many forward-thinking companies like Paylocity and CloudBees were already experimenting with hybrid work models (see this article from CNN Business for more details). These innovative organizations recognized the endless possibilities that blended work arrangements could offer, such as increased flexibility, improved workforce efficiency, a more extensive talent pool, and better employee retention – especially for women.
Trailblazing corporations knew that staying ahead of the curve was pivotal for their growth and success. Even as we emerge from the pandemic, the proven benefits of hybrid work models make it likely that they are here to stay.
Expectations, roles, & responsibilities
Successfully implementing a hybrid work model hinges on leadership’s ability to establish and communicate clear expectations to their team. When navigating this new normal, which includes a combination of in-person and remote work, it is vital for managers to create an atmosphere where productivity and collaboration thrive, while employees maintain a meaningful work-life balance.
The key lies in setting clear expectations and an organizational culture that fosters a strong, collaborative work environment. Managers and leaders must establish unambiguous guidelines, outlining communication norms, work hours, and performance measurement criteria. Employees should be empowered with autonomy and trust, enabling them to make informed choices about their work arrangements.
Communicate early and often
There’s no such thing as over-communication when it comes to fostering a seamless and efficient hybrid work environment. This means actively encouraging frequent interactions and updates, utilizing a variety of communication channels and tools, and being open to feedback from everyone involved. Proactively and genuinely engaging in open dialogue builds trust and can energize your workforce, even when it is geographically dispersed. Anticipating and addressing challenges prevents misunderstandings and ensures that everyone is on the same page.
Another important consideration when it comes to communication is ensuring that remote workers don’t find themselves at a disadvantage when it comes to career progression. Face-to-face interaction with superiors can lead to better assignments and more access to information and connections, so it’s crucial for decision-makers to address this potential inequality head-on.
By fostering an inclusive and intentional communication approach, instituting virtual mentorship programs, and emphasizing digital team-building activities, companies can level the playing field for all employees, irrespective of their physical location. The key is to adopt a proactive mindset, and recognize that in a hybrid work environment, equitable opportunities for advancement hinge on bridging the distance between remote workers and their on-site peers.
With regular performance evaluations and offering equal opportunities for skill development and recognition, organizations can not only ensure a seamless transition to the hybrid model but also foster a truly inclusive workplace where talent thrives, regardless of location.
Organizational culture, psychological safety and trust
In a previous blog post, I wrote about how establishing clear and transparent communication rules and channels between employees and their leaders is one of the best ways to cultivate trusting relationships in remote or hybrid workplaces. Psychological safety and trust are indispensable cornerstones of thriving professional relationships, paving the way for fruitful interactions and results.
This notion holds even greater significance in the realm of remote or hybrid work environments, where team members may grapple with a sense of detachment and isolation. A shared sense of trust cultivates an ecosystem where individuals feel encouraged to voice their opinions, drive innovation, and collaborate effectively despite being physically apart.
By fostering a culture that embraces psychological safety, organizations can unlock the boundless potential of their remote workforce.
There’s no doubt that for many employers and employees, the evolving hybrid work arrangements are a challenging work in progress. But with the right approach and a willingness to adapt over time, this should be an opportunity for growth and improvement.
Additional resources to include for further listening/reading:
- How to Master Hybrid Meetings: 22 Best Practices
- The success of hybrid work hinges on employees’ psychological safety
- The Return-to-Office Existential Crisis (article from The Atlantic)
- A Meeting Makeover (Podcast Episode)
- How We Return and Why It Matters (Podcast Episode)
Did this article spark any career-related questions, plans or concerns?
More than career coaching, it’s career psychology®.
I/O Advisory Services Inc. – Building Resilient Careers and Organizations TM.