The hybrid work model has become a defining feature of modern employment, especially since COVID-19 and the global pandemic. Combining in-office and remote work, it offers employees a great deal of flexibility while allowing organisations to maintain at least some degree of physical presence.
However, as good and progressive as this may sound on paper, managing this balance requires strategic playing, especially from HR’s perspective. Ensuring equity, productivity and team cohesion are maintained in a hybrid model can be challenging, but it also presents opportunities to redefine how businesses operate.
Making An Effort To Understand Employee Needs
The cornerstone of the success of any business is understanding employee preferences and requirements, and that becomes even more important in the management of hybrid work situations.
Indeed, not all employees thrive in the same work environment – some people may prefer the structure of the office, while others find that they’re simply more productive at home. A good way to keep track of how people feel and what employees want is to conduct regular surveys and feedback sessions – this will give HR the opportunity to highlight areas for improvement.
Ultimately, flexibility is key, but it needs to go hand in hand with clear expectations. Employees need to know when they’re expected to be in the office and when remote work is okay. Establishing clear guidelines and communicating about them effectively will help ensure that flexibility doesn’t lead to inconsistency, because that can hinder collaboration and productivity.
Ensuring Inclusion and Fairness
A major, and very real, concern with hybrid work is the potential for inequity. Employees who spend a lot of time in the office may have greater access to resources and leadership, leading to a divide between in-office and remote workers. Indeed, it’s up to HR to be proactive about addressing this potential issue by fostering an inclusive culture.
A good way to do this is to set up regular virtual meetings in which all employees participate equally regardless of where they are. Of course, another really important consideration is to make sure that all employees have access to the same resources – from professional development to IT support.
The last thing you want is for some employees to feel like they’re no getting the same assistance and support due simply to where they’re working from. So, by levelling the playing field, HR can do a good job at preventing feelings of exclusion among remote employees.
Using Technology as a Bridge
These days, effective management of hybrid work depends a lot on technology. From making use of communication tools like Teams or Slack to full-on project management platforms like Trello or Asana, these tools can bridge the gap between remote and in-office employees. It’s up to HR to make sure that all team members are trained in using these platforms properly in order to really maximise their potential.
The other thing is that technology can be used to monitor employee productivity and engagement. However, having said that, it’s important to approach this carefully – you want to avoid creating an atmosphere of mistrust. Thus, transparent communication about why tools are being used and how data is collected will help maintain employee trust.
Building Cohesion Within the Team
One of the hardest parts of working with and managing a hybrid team is maintaining cohesion between all employees. When employees aren’t all physically together, it can lead to feelings of disconnection and exclusion. HR can address this by organising regular team-building activities, both virtual and in-person.
Schedule regular check-ins and make sure you’re keeping communication at an all-time high. Create opportunities for informal interactions too – things like virtual coffee breaks, for instance – to build camaraderie and recreate some more traditional office dynamics.
Adapt Policies to Suit a Hybrid Situation
Traditional HR policies are probably not going to be suitable for a hybrid work environment, not without some adjustments at lest. For example, while performance evaluations used to be solely on physical presence, hours worked and other in-person metrics, this needs to change nowadays. It’s probably more suitable to look at results and output.
In addition, policies surrounding expenses – things like travel reimbursements or home office steps – might also need some revision. By adapting company policies to meet the realities of hybrid work, HR can provide clarity and support to employees, both current and prospective.
Looking Ahead to a Hybrid Future
As hybrid work continues to evolve, HR needs to remain adaptable. This means regularly reviewing policies, staying informed about best practices and seeking employee feedback.
The flexibility offered by hybrid work presents an opportunity to rethink traditional work models. y focusing on communication, technology and fairness, HR can ensure that hybrid work isn’t just a temporary solution or a mere reaction to Covid – it’s a very real way forward for the modern workplace.
