How To Successfully Manage A Hybrid Model

As research reveals 83% of employers have adopted a hybrid workplace model, how are business leaders ensuring that hybrid working does, in fact, work? Here we look at how to successfully manage a hybrid model.

To keep your employees engaged in the transition to the hybrid workplace, companies should consider the following: 

Hybrid Working Policy 

Hybrid working will look different from company to company. For some, an employee might be in the office for three days a week, and spend two days working remotely, but for others it may be entirely dependent upon the employee to pick and choose. Your first steps need to include determining your overall strategic position and developing a policy with supporting guidance, so all employees have a clear image in mind of what your hybrid workplace looks like. We recommend you: 

• Determine whether all roles are suitable for hybrid working 
• Consult with your employees and encourage them to raise any concerns 
• Establish a plan for when employees will work from the office, and when they will work remotely 
• Consider if you need a staff rota in place to ensure there is always a crossover of teams  
• Review your other related policies including health and safety, and homeworking and data protection  

Training and Development of Managers 

Though we have all developed new skills since the introduction of remote workingr, a permanently hybrid workforce will create unique challenges for managers of people, compared to office-based or fully remote teams.  

You will need to put learning and development practices in place to ensure managers have access to the information and guidance needed to foster inclusion and diversity, drive employee engagement and ensure communication is kept two-way. This may include: 

• Encouraging team collaboration remotely 
• Asynchronous tools and how to combat ‘Zoom fatigue’ 

• How to build regular (and genuine) social connection opportunities  

Rethink your Onboarding Strategy 

Considering 64% of employees are less likely to continue with a new job if they have an unpleasant onboarding experience, defining your process for new hires has never been more important. We recommend you start pre-boarding as soon as you have written acceptance from a new employee, which includes immersing them in your company culture from day one – engaging them with not only their work, but also their workplace. 

The training and development of people managers should support your new onboarding strategy, ensuring there are regular touchpoints between employees, line managers and HR so that any potential issues are quickly identified and resolved. You may also consider: 

• Providing staff awareness and training days for your remote working technology and tools
• Holding office-based inductions and ensuring senior-level staff have time allocated to meet with new hires 
• Be consistent with your wellbeing check ins and ask for feedback 

For support on how to successfully manage a hybrid model, contact our HR team >>