Here’s how companies can adopt the right hybrid working model

  • Hybrid allows for a better work-life balance, a better employee satisfaction and reduced travel costs for employees.
  • Higher employee satisfaction and retention, increase productivityand reduced costs on physical resources are all advantages for the organization.
  • Policies governing device usage, network security, and performance standards are all required for remote work.


A study revealed that
97% of teleworkers would like to work remotely, at least some of the time, for the rest of their career.

Initially, when the outbreak sent most employees home almost overnight, there were a few barriers to transitioning into the new work-from-home life. Individual teams faced logistical hurdles specific to their workflows in the new remote status. There were technology and equipment considerations to sort out, testing protocols and processes to tweak, and specific logistical issues that various teams faced in the new working format.

Now the “new normal” has taken over and companies place hybrid working at the heart of their culture. “Rethinking work” does not mean going back to the office, but finding a balance between working in the office and working from home. That, in turn, is a colossal undertaking, and it all starts with a focus on employees. How can organizations do it right?

Higher productivity boosts the digital work state

It is well established that remote or hybrid working does not reduce productivity. In fact, in a
study on remote work, 77% of remote workers said they were more productive when working from home. This is a big step forward for the acceptance of a hybrid work culture. Better work-life balance is the top reason people choose to work remotely, according to the study.

Another benefit is that employees enjoy the freedom of working remotely with management also convinced that this is the way to go. The report above revealed that 85% of managers believe having teams with remote workers will become the new norm.

Companies should also have policies in place governing device usage, network security, and performance standards to get the most out of remote working.

Leaders need to recognize their true needs and provide teams with tools and solutions that they would appreciate. Employee centrality also involves considering the quality of experience at the intersection of work activity, work style, technology, location and environment. Organizations updated with “digital maturity” will have an easier time embracing a hybrid work culture, which has become critical to business survival in today’s unprecedented environment.

Eliminate obstacles and problems

With hybrid teams, ambiguity is a regular problem. Clarity is the cornerstone of team collaboration. To avoid confusion and disengagement, organizations must ensure clarity in communicating precise job descriptions, recruitment procedures, onboarding processes, and defining company culture. Employees who work for companies that don’t communicate clearly will be restless or worried, which can lead to conflict. Leaders should act as facilitators so that all team members can share their ideas and work together to achieve their goals.

Building interpersonal bonds could be another major issue for hybrid teams. Internal teams have a stronger sense of camaraderie than those working remotely. Scheduling regular video sessions with the whole team can help bond. Additionally, doodling during virtual coffee sessions, small-talk during calls, using corporate collaboration tools, and social media-focused team meetings keep employees united.

Micromanagement: a strict no

While some management styles work well in a remote workplace, micromanagement is not one of them. Some companies sought to integrate tracking software early in the pandemic, but that only caused more difficulty. Both in-office and remote staff need sufficient flexibility to complete their tasks. Micromanaging every move creates a hostile work atmosphere because it encourages employees to believe that they cannot be trusted to perform the job for which they were hired.

Telling remote workers that they are being watched because they are out of the office doesn’t work either. Many companies have learned this the hard way when they have had to lay off key staff due to micromanagement.

Gain someone’s trust

One of the most difficult aspects of forming a hybrid team is gaining the trust of employees in the office and remotely. Leaders must take the necessary steps to ensure that every member of the team is valued equally. It is important to build relationships with all team members while leading a hybrid team. Even as an employee, the acceptance of hybrid work builds company loyalty. The Remote Work Report states that “74% of workers say the ability to work remotely would make them less likely to leave a company.” At the time of The big resignationthis could be a significant support for any organization wishing to retain its best talents.

Good leadership essential to success

Effective leaders have overcome their initial apprehension by setting clear goals, providing support, and focusing on results rather than time. Great leaders inspire confidence in their teams. They implement an accountability framework to ensure that the task is completed accurately and on time. This is what companies need to successfully implement a hybrid work culture!

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