Since mid-2022, hybrid work models have emerged as the primary approach to workplace organization. Majority of employers have now formalized their policies, enabling remote-capable workers to work remotely two to three days per week. 

A recent survey conducted among Chief Human Resource Officers (CHROs) of Fortune 500 companies revealed that eight out of ten have no intentions of reducing the flexibility of remote work within the next 12 months.

As hybrid work arrangements have become common and individuals have settled into their new routines, it is critical for organizational leaders to optimize their hybrid workplaces. This optimization involves strategic initiatives such as crafting a compelling workplace value proposition, fostering effective collaboration among teams, revising performance management frameworks, and providing training for managers to excel as hybrid work facilitators. 

A Closer Look at Common Struggles  

Hybrid employees report that the greatest advantages of hybrid work tend to be better work-life balance, more efficient use of time, less burnout at work and more autonomy. Employers add that their organization benefits from less turnover, a better employee value proposition and a larger talent pool. However, The Integrated Benefits Institute’s survey shows that both fully remote (40%) and hybrid work (38%) are associated with higher anxiety and depression symptoms compared to in-person work (35%). Remote work, while providing comfort for those with social anxiety, can bring loneliness challenges for some. The greatest challenges of hybrid work for employees: 

• Feel less connected to organization’s culture   
• Decreased collaboration with their team   
• Impaired working relationship with coworkers   
• Reduced cross-functional communication and collaboration  

The common struggles we see in the remote and hybrid workforce highlight the importance of an employer's support. Organizations must prioritize supporting their remote workforce, and that includes training teams and managers to work in a hybrid environment. 

Steps to Creating a Thoughtful Hybrid Work Strategy  

Establish a Supportive Culture  

• Encourage open communication and create a supportive environment by training managers in empathy and understanding, including cultural competency and effective hybrid work practices. This can be achieved through workshops, role-playing exercises, and 360-degree feedback sessions.  
• Proactively address employee concerns and establish confidential communication channels for employees to share concerns.   

Tip: Invest in simple diagnostic survey tools to help managers better understand teams’ personal preferences—tools that allow them to learn, for example, where their team members feel most energized, whether they have a well-functioning home office, and what their needs are for cooperation, coordination, and focus.  

Define the Organizational Policy  

• Outline expectations for work hours, availability, and communication protocols.   

• Establish performance metrics to guide remote and hybrid work effectiveness and create visibility into individual and team goals, key performance metrics, and progress throughout the year.  

Introduce Policies that Reduce Fatigue

• Implement ten-minute breaks between meetings.   
• Reduce the potential of burnout and communication challenges by understanding the critical drivers of productivity—energy, focus, coordination, and cooperation and consider how those drivers will be affected by changes in jobs and tasks.  

Tip: Implement strategic planning policies that allow three-hour stretches of time or meeting-free days each month for focused work. 

Empower the Team  

• Empower teams to tailor the organization's hybrid work policies to fit their team dynamic. Collaboratively determining the hybrid work strategy enhances engagement among hybrid employees, as team members typically possess insights into what works best for them. They should take responsibility for effectively implementing their hybrid work strategy, just as they are held accountable for their performance.  

Tip: Begin this process with a “team reset,” this should include a review of the organizational mission and goals. Align team strengths and commitments with these objectives within a hybrid work setting. Utilize check-in meetings to align efforts towards enhanced collaboration and effectiveness moving forward. Regularly revisit commitments and strategies to ensure alignment over time.  

Provide Mental Health Benefits Information

• Offer a comprehensive overview of medical and mental health benefits, including employee assistance programs, digital mental health resources, caregiver benefits and counseling services.   
• Clearly communicate how employees can access these resources, along with any associated cost coverage details.   

Conduct Regular Well-Being Training Sessions 

• Educate employees about mental health, available resources, and how to seek support.   
• Address common challenges and provide guidance on maintaining well-being.   

Encourage Work-Life Balance 

• Establish fair work-from-home policies that promote breaks and fixed work schedules.   
• Encourage employees to switch off devices after work hours and enforce boundaries.  

Educate Employees on Ways to Create a Distraction-Free Home Office

• Support employees in establishing a quiet and focused work-from-home environment.   
• Consider providing necessary home office supplies to enhance productivity.   

Implement Periodic Check-Ins

• Schedule weekly check-ins to oversee employee progress, identify and support struggling or distracted team members, and improve coordination. Managers can use this time to regularly communicate in-the-moment feedback with team members and engage in conversation, share best practices, and mentor and coach those on their team.  
• Plan in-person team sessions periodically or coordinate in person workdays. Innovation is stimulated by face-to-face contact with colleagues, associates, and clients, who generate ideas in all sorts of ways: by brainstorming in small groups, bumping into one another in the hallways, striking up conversations between meetings, and attending group sessions. This kind of cooperation is fostered most effectively in a shared location-an office or a creative hub where employees can gather.

Facilitate Virtual Activities 

• Organize fun, relaxing, and rejuvenating virtual events and meetings.   
• Foster a sense of connection and team camaraderie.   

Conclusion   

The widespread adoption of hybrid work models marks a shift in workplace organization, however, by taking active steps to establish a supportive remote or hybrid work culture, organizations can lower the risks associated with the challenges that persist with this new trend, fostering employee well-being, flexibility and preventing burnout. Prioritizing open communication, internal training and mental health resources not only aligns with employee expectations but also contributes to a more resilient and thriving remote workforce.