Hybrid work is here to stay for many organizations—and it comes with some pain points. Managers struggling to implement hybrid work policies confront three key challenges: scheduling, culture, and productivity. Research into companies allowing employees to be both remote and in-person suggest these obstacles can be overcome.

Aligning schedules. Several organizations have settled on a set combination of remote and onsite work, such as three in-office days, say Tuesday to Thursday, and two work-from-home days, say Monday and Friday. However, employees don’t always adhere to those guidelines. Rather than establishing fixed in-office days, focus on critical times for in-person presence, such as onboarding, busy periods, and key meetings or projects. Clearly communicate why these moments are important so employees understand the reasoning and accept the policy.

Building a strong culture. Many leaders worry about the difficulty of building and sustaining corporate culture when employees are physically together less often, meeting mostly virtually, and often multitasking rather than fully engaging in those get-togethers. Sustaining corporate culture with less in-person time is difficult. Reframe your approach by appealing to employees’ desire to help others. Highlight how their presence supports their coworkers, customers, and clients. Make in-person time more valuable by fostering meaningful interactions and connections through mentorship programs and client meetings.

Ensuring productivity. Some supervisors are concerned by their lack of insight into what exactly employees are doing when working remotely. While some roles (e.g., sales) have clear performance metrics, others don’t, and while workers may feel equally or more productive at home versus the office, there is no hard evidence to back them up. Favor supportive, transparent check-ins over micromanagement and surveillance. Tie employees’ roles closely to specific deliverables and provide regular feedback.

And don’t overlook your own development: Take advantage of training opportunities your company offers and get together with your peers to share best practices and discuss challenges. Such conversations can help organizations determine what practices should be reconsidered and reimagined in order to attract, motivate, and retain employees.

For additional tips on managing a hybrid team, consider taking a class from Duke Learning & Organization Development. “Raising Accountability while Managing a Hybrid Team” is offered on July 18th and just might fit the bill. You can register HERE.

 

References:
Harvard Business Review (2024, May 30) Mark C. Bolino and Corey Phelps: 3 Challenges to Hybrid Work – and How to Overcome Them