Tips for a Hybrid Working Model

As the effects of the Covid-19 pandemic start to diminish, one thing is clear: we’ll never work in the same way as before. Employers and employees are now bracing for yet another shift – working life in a post-pandemic market. 

The world of work and employment markets has been profoundly altered. Suddenly, working from home is the norm, commuting into the office is a big event, and it’s scarce to have all your staff in one place at the one time. 

Many employers are struggling with some big decisions: 

1. Continue with their remote work model which was established during the pandemic 
2. Request all their employees come back to the office full time 
3. Develop a new hybrid work model – offering both remote and onsite work options 

Our research shows that 85% of workers would prefer a hybrid working model where they have the flexibility of both working from home and the office when suits them. Only 5% of our respondents have stated they’d like to work from the office full time. 

Changing to a hybrid workplace does require some big shifts, so it’s important to have a plan in place right from the start. We’ve put together a list of our top do’s and don’ts to help you transition your team to a thriving hybrid model.  

The Do’s for a hybrid workplace 

Do: reshuffle the office setting 

Your new hybrid office should be less focused on individual work (which can be completed at home) and more focused on team building, collaboration, meetings, teamwork, brainstorming sessions, and training. It should also be centred on creating those unexpected “water cooler” moments that drive real connections and a sense of work culture. 

Having this sort of space available for teams will be vital as your company transitions into a hybrid model. 

Do: invest in communication tools 

One of the biggest challenges of hybrid working is communication – but it’s vital to get it right to avoid any negative miscommunication. 

It’s likely that your company already has some communication tools in place due to the pandemic. However, besides the standard tools used for communication and document sharing, your company can also benefit from technologies that support virtual social interactions, workspace booking, and different forms of teamwork and collaboration (for example, at Mason Alexander we use online whiteboards). 

Without the correct communication tools, your hybrid workforce will more than likely struggle to maintain a high level of productivity. So, ensure you take the time to identify any communication issues or pain points among your staff and seek out other communication options to help overcome these obstacles if needed.  

Do: set clear expectations 

When operating a hybrid workforce, it’s important to set clear goals, responsibilities, and expectations of staff (work hours, communication requirements, etc.). They should know how performance is evaluated and measured and who to contact for any issues. 

Do: make well-being a priority 

Working from home can offer great flexibility for staff, however, it can also lead to an “always-on” approach to work – meaning employees find it difficult to “switch off” after hours. 

It’s vital to create a hybrid work model that stimulates productivity and employee morale, while also helping your employees maintain a healthy work-life balance. Ensure your company promotes the importance of switching off and well-being. Encourage staff to take breaks, log off, and prioritise their mental health. And also remember to schedule frequent check-ins with your staff to check the success or weaknesses of the new work model and then adjust as needed. 

The Don'ts for a hybrid workplace 

Don’t: allow for digital burnout 

For all the advantages hybrid work has to offer, the shift online has also increased the amount and intensity of work. At many companies, quick conversations, questions, queries, meetings, and teamwork are progressively being done online to ensure remote staff members are included; consequently, more people are spending much of their workday staring at a screen. 

This increase in screen time can lead to sleepless nights, tired eyes, and digital exhaustion, which is the feeling of burnout people get from constantly using digital tools for long periods of time. And this digital burnout can affect productivity.  

According to a recent report by Microsoft, when we compare collaboration trends in Microsoft 365 between February 2020 and February 2021, the average time spent on Microsoft Teams meetings has more than doubled, the average Teams user is sending 45 percent more chats per week, and 42 percent more chats per person after hours, and the average meeting is 10 minutes longer, increasing from 35 to 45 minutes. 

To address this problem and ensure hybrid work is effective, employers need to introduce some tactics such as the following examples: 

• Encourage all staff to send an agenda before meetings to ensure meetings don’t go off topic and to ensure only the staff that need to be there attend. 
• Encourage 20- and 50-minute meetings so staff have some time in-between meetings 
• Encourage employees to be more thoughtful as to who and why they are sending emails and messages to 
• Allow workers to have do-not-disturb time frames, so they can work without interruptions 

Don’t: create an ‘us versus them’ workforce 

The “us versus them” mindset can occur within a hybrid work model when some employees are working onsite full-time, while others are working remotely or hybrid. Sometimes when employees are so used to working in the office all to time, they can forget that their hybrid or remote co-workers aren’t there to hear all the conversations or have knowledge of events happening at the workplace. 

It's imperative to ensure there are procedures in place to ensure all employees are kept up to date with all company updates and have access to all the materials they need when they need them. When you make employees accountable for the passage of company information, onsite employees will make a better effort to share all relevant information. 

Don’t: make meetings or events exclusive 

When organising meetings or events, you need to ensure they work for everyone. They should be inclusive, whether you’re in the office or dialling in from home.  

Don’t: focus on all work and no play 

A recent study we conducted showed that 65% of professionals stated a lack of interaction with colleagues as one of the negative impacts of Covid-19. With less opportunity for casual conversation and water-cooler chit-chat, employers need to be more deliberate about making time for relationship building and maintaining strong company culture. 

Employers can help ease this feeling by hosting social breaks throughout the day for both onsite and remote workers. You could consider virtual coffee breaks, lunchtime trivia games, and even after-hours virtual happy hour for team bonding and catch-ups. 

Final Note 

In our working lifetime, the Covid-19 pandemic has changed the world of work more drastically than any other single event. Organisations need to take this opportunity to reset and transform their organisations to keep up with the rapidly changing world of work. The decisions made by employers today will affect their ranking as an employer of choice for years to come. The organisations that can embrace these changes and opportunities will secure the best talent, and create sustainable success for their organisations, the professionals they employ, and their clients.   

If you’re looking to expand your workforce, reach out to Mason Alexander today and find out more about how we can support your organisation.