A hybrid office setup is a procedure in which a firm’s executives and employees work on-site and remotely. The idea is to offer workers and managers the best of both worlds.
Also termed “office + anyplace” or “mixed office setting,” a hybrid office may request employees and managers be present in person once, twice or three times a week instead of the typical five-day-a-week pattern. Also, the company may devise a method of combining employees who constantly work as remote staff, workers who always work on-site and employees who work between those two preferences.
An effective hybrid office may want executives to acquire new skills to help manage on-site and remote employees efficiently, build relationships amongst employees who seldom or never work together physically and give remote employees an equal foothold with on-site employees.
Firms need to make out the capacity of office space required for a hybrid workforce and ways to schedule the office and desk organization so that any employee(s) who resumes on the prearranged day has a workspace.
The Difference Between the Hybrid and Remote Work Models
Decision-making is the most significant difference in regard to a hybrid work setting and a remote work setting.
Workers may be able to work remotely only when a manager or team leader approves such requests. Even with that approval, they might have only been permitted to work remotely once or twice weekly.
Also, statistics show that 40% more US firms provided remote work options as an alternative in 2018 than half a decade ago.
During the COVID-19 lockdown period, most of these policies changed radically. Entire teams deserted convention and office areas in favor of the kitchen and the dining room areas.
The goal of a hybrid workforce is to allow employees to work the way they know how to work best.
Four Best Practices of Setting Up a Successful Hybrid Office
In spite of the embryonic nature of the hybrid work model, here are some ways that you can set up a successful hybrid work model.
1. Provide a flexible structure for your workers.
Hybrid workplace CEOs must center on building solid and sustainable teams that are more prolific than a completely office-based team. Adopting flexibility and ardently upholding an outstanding work/life balance might seem counterintuitive but you will reap the rewards of positive social and professional engagement, productivity and practical outcomes.
As a leader in a hybrid or soon-to-be company, it is also essential to communicate these options four to six months before the actual return-to-office stipulated date or time. In doing so, you will be able to examine any fears or anxieties while creating time for your employees to absorb the new policy and choose the alternatives made available that suits their work style.
This policy might not necessarily be effective for all companies but you can create a policy that best suits your business culture and that of your employees.
2. Find better ways to communicate.
Once your new policy is established, you need to make sure that your new hybrid teams are well equipped for success. That starts with effective communication techniques that offer themselves to the mixed work model and reduce distance bias.
You can consider a workplace application like Slack. Using the Slack platform in the hybrid world is particularly helpful. For example, you can use the platform to check employee status updates to know who is present in the office and when. Several teams bank on Slack’s custom channels to make sure that team members can get any information they might need.
It doesn’t really matter what communication software tools you make use of. What matters most is that you can control existing technological inventions to address this new work style and form new methods as you see fit.
3. Respect everyone’s well-being.
Your workplace can be only as productive as the people coming to work daily. Before you impose any guidelines or implement new rules, make sure you are effectively leading with the people-first approach.
As a leader in the hybrid world, this also means leading with kindness and respect. Not all employees will feel content coming to the workplace five days a week. Physical well-being may be a top priority. However, there is also the necessity for mental well-being and emotional safety.
Take enough time to check up on your team members regularly. Ask your employees if there are other ways you and the senior leaders can help create the grounds for safety and comfort.
Furthermore, all of these consultations are needed if you want to experience constant success.
4. Boost your productivity levels.
Keeping your employee’s motivation high can be challenging when you are not present in the office together with them but resolutions are available to make the hybrid work model more smooth, connected and comprehensive.
Contact Us for Help with Your Hybrid Office
Sound Computers can assist your Connecticut business in improving partnership, effective communication and efficiency in the hybrid system.
Contact us today to schedule a consultation session.