To adopt a hybrid work model, businesses need the right people, processes and technology in place for it to be successful. Of course, every workplace will have its own set of needs and demands, so manager’s looking to introduce flexible working arrangements should carefully consider the following to see if this type of model is suitable for the business.
Find out what employees want and need
Employees are the key to a successful hybrid work model and without buy in from workers, businesses face an uphill battle when setting out to achieve high levels of productivity with employees who are unmotivated. Employers need to find out what it is the workforce wants in relation to flexible working arrangements, and look to build a hybrid model in consultation with its employees that meets the needs of both parties.
A simple survey can kick start this process, by gauging employee sentiment around hybrid work and whether employees even want it. The aim of the survey is to find out in what kind of work environment do employees thrive the most, to help determine the level and type of flexible working arrangements most suited to the business.
Establish the infrastructure to support flexible work
Ideally, hybrid work is a way to connect remote and on-site environments so that employees can work together in a cohesive, harmonious and effective way. In order for this to happen, business owners must invest in technologies to enable this. Whether it’s communication tools or video conferencing equipment, employers need to establish whether new equipment is needed, or existing tools can be leveraged in new ways.
A clear and practical communication policy should be created to set out the expectations of employees under a hybrid work model, and individual employee schedules should be managed in a way that allows for suitable communication between workers so as not to interfere with business operations. As much as flexible working arrangements are main focus of a hybrid work model, it is essential that information continues to flow as easily as though workers were on-site together each day.
Promote a good company culture
Employers need to reinforce a positive company culture and do it with intention. Flexible working arrangements comes with the risk of isolating team members from each other, so creating opportunities for employees to get together regularly online, is crucial to team bonding and employee engagement.
Managers can look at introducing simple measures such as virtual coffee chats or team building exercises, in a bid to cultivate positive working relationships in an online setting. Creating a group chat is another practical way to keep the lines of communication open and allows for casual conversation amongst the team in the absence of office lunch and coffee breaks.
Gather continuous feedback and make changes where needed
When introducing a new hybrid work model in the workplace, it’s vital for employers to gather continuous feedback from employees to gauge their thoughts and opinions, and highlight any areas that are not working effectively and need further development. Employers should provide more than one way for workers to share feedback, such as a monthly survey or setting up a specific mailbox to field all feedback, queries and concerns. Most importantly, employers need to demonstrate openness to any feedback, both good and bad, and take on board all reasonable suggestions with the aim of building a hybrid workplace that thrives.
Collaboration and communication are the key to success when it comes to implementing flexible working arrangements, and businesses that endeavour to include its workforce when creating the conditions surrounding hybrid work and much more likely to achieve the desired outcome. We continue our hybrid work thread next week, where our blog delves into the challenges of flexible working arrangements and how business owners can overcome them – so stay tuned.
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