Over the last several years, most workplaces have changed dramatically.
And one of the biggest changes we’ve seen is the increase in people working from home, either fully remotely, or on some sort of hybrid work schedule.
According to U.S. Bureau of Labor Statistics data, the percentage of full days worked from home has quadrupled, going from 7% in 2019 to 28% in 2023.
Unfortunately, despite this massive growth, hybrid work is still quite a new thing, and most employers, who’ve been used to their employees working in person, don’t know enough about hybrid workplace best practices.
This is a big part of the reason why some employers are still rejecting the idea of hybrid work, and forcing their employees to work in-person, even when they don’t need to.
But as hybrid work becomes more and more popular, if you don’t offer this perk to your staff, you may find it increasingly difficult to keep them, or find people to replace outgoing employees.
For example, a Morning Consult report, which polled nearly 3,400 U.S. employees, found that workers actually prefer a hybrid work schedule to being fully remote, with 29% of respondents preferring hybrid work, compared to only 23% who prefer remote work.
In addition, an Eagle Hill Consulting poll, which surveyed 1,350 U.S. employees, found that 49% of them prefer an employer that offers the flexibility to work remotely or on a hybrid schedule.
What’s more, another Eagle Hill Consulting survey explores the positive impact hybrid work can have on your workplace culture, your employees, and in turn, your business.
The survey found that 45% of employees who work fully remotely, or on a hybrid schedule, believe their workplace culture is better than that of other organizations, compared to only 36% of those who work exclusively in person.
Moreover, 36% of these employees feel their employers are putting more focus on employee well-being, compared to only 26% of in-person employees.
As you can see, a hybrid workplace offers many benefits to both your employees, and your business, and more and more job seekers are expecting it, so there’s literally no reason not to consider this option.
But if you’re not following hybrid workplace best practices, you may be in for one massive headache.
Obviously, this isn’t applicable to all positions, but if it is possible, then I encourage you to try out a pilot program with strict guidelines and see how it works.
With that in mind, if you want to know how to manage a hybrid team, and you’re looking for some advice on best practices for hybrid work, then this is an article you’re not going to want to miss.
9 Essential Hybrid Workplace Best Practices
Managing a hybrid workforce requires you to balance flexibility with structure and offer employees the tools, culture, and guidance they need to thrive from any location.
But if you’ve never done this sort of thing before, it can be tough to even know where to begin.
With that in mind, below you’ll find nine essential hybrid workplace best practices, so you can create an environment where all your employees feel engaged, productive, and connected, regardless of where they are.
1) Define Clear Hybrid Work Policies
The first step in establishing a successful hybrid workplace is to define clear, documented policies.
Employees should know exactly what’s expected of them, including work schedule requirements, communication guidelines, and availability expectations.
This means you should specify the number of days employees are expected to be in the office versus working remotely, define expectations for response times (especially when working across time zones), and set core hours when all team members should be available.
In addition, every single employee should be made aware of these policies, and they should be easily accessible and regularly reviewed so they stay aligned with the needs of your business.
2) Leverage Technology for Communication and Collaboration
Like it or not, when it comes to managing a hybrid workforce, technology is another essential element.
That being said, tools like Microsoft Teams and Asana make it easy for hybrid employees to stay connected, even when they’re working from different locations.
Microsoft Teams is an incredibly effective tool for communication and collaboration.
Employees can use Teams to chat, set up video calls, and organize discussions in channels dedicated to specific projects or departments, and it also offers clarity on each person’s core functions, goals, and key performance indicators (KPIs).
Moreover, video calling for team meetings helps maintain a personal connection, while setting status updates like “Available” or “Do Not Disturb” helps others understand your availability without interrupting anyone’s workflow.
Asana, on the other hand, is a project management tool, which enables teams to stay organized and productive by providing a way to track tasks, deadlines, and project progress.
Assignments and due dates are visible to everyone involved, and project boards or lists allow you to track milestones and dependencies.
Asana also integrates with other tools like Teams or Slack, which reduces the need to frequently switch platforms.
Together, these tools can make communication and project tracking more seamless, reducing the need for frequent check-ins and allowing your employees to focus on their work.
3) Foster a Culture of Inclusivity
In a hybrid work environment, inclusivity is vital, as both remote and in-office employees should feel valued and included.
To foster this kind of culture, you should make sure everyone participates equally in meetings by ensuring all employees are on camera and expected to contribute, even if they’re in the office.
This creates a level playing field and avoids the “two-tier” dynamic, where in-office employees aren’t necessarily held to the same standard and may tend to dominate conversations.
Another way to help hybrid workers feel more connected to their in-office counterparts is by organizing virtual “water cooler” chats where employees can get to know each other a bit more and share non-work-related updates.
It’s also a good idea to make a point of publicly recognizing the achievements of hybrid employees, just as you would with other employees, as it reinforces their importance to your team.
4) Emphasize Results Over Hours
When it comes to hybrid workplace best practices, focusing on results rather than what hours people work is very important.
Hybrid work offers flexibility, so instead of focusing on when employees work, you should adopt a results-oriented approach that emphasizes outcomes and productivity.
In doing so, you should set clear, measurable goals so your employees know what they’re working toward and hold regular check-ins to discuss progress based on achievements rather than how much time is spent on tasks.
Providing autonomy for hybrid employees is also essential, as they should have the freedom to complete their work in the ways that best suit them, as long as they’re meeting deadlines and quality standards.
This approach not only empowers your hybrid employees, but also encourages innovation and can increase job satisfaction.
5) Prioritize Employee Well-Being
Supporting employee well-being is just as crucial in a hybrid environment as it is anywhere else, if not more so, as the blend of remote and in-office work can blur the line between employees’ work and personal lives.
That being said, you should encourage employees to take regular breaks and maintain clear boundaries between their work hours and personal time.
You may also want to ensure they have access to mental health resources, like counseling services or stress management programs, and you might even want to consider offering an employee assistance program, if you can, to help them cover the cost.
Promoting a healthy work-life balance is also essential, so you should avoid contacting employees outside of work hours and regularly remind them of the importance of unplugging after work, especially for those working from home.
Managers should also model this balance by respecting employees’ boundaries and leading by example.
In any case, prioritizing well-being can help you to improve morale and reduce burnout, creating a healthier and more productive hybrid workforce.
6) Conduct Regular Check-Ins and Get Feedback
Doing regular check-ins and getting feedback from your staff can help you maintain a healthy hybrid work culture and allow you to stay up to date on employees’ experiences.
With that in mind, managers should schedule one-on-one meetings with their team members to discuss progress, address any concerns, and get feedback.
Conducting regular surveys of your employees is another effective way to understand how they feel about the hybrid work model, and this can help you identify any areas for improvement.
But make sure to keep the surveys focused and as short as possible, as this will encourage higher participation rates and more authentic answers.
You should also do your best to promptly respond to any feedback, and if employees are having issues with the hybrid work model, you should show that you value their input by taking action or providing additional support, if need be.
7) Train Managers on Hybrid Leadership
Training managers on hybrid leadership is an essential hybrid workplace best practice because managing a hybrid team requires a different set of skills than traditional management.
Among other things, managers should be trained to show empathy and flexibility, as each employee’s circumstances may vary.
This includes understanding the specific challenges that these hybrid employees might face, such as a lack of workspace, feelings of isolation, or increased family responsibilities.
At any rate, building trust and accountability is vital for hybrid leadership, and this can be achieved by setting clear expectations, providing support, and avoiding micromanagement at all costs.
8) Invest in the Right Technology and Tools
Choosing the right technology and tools is crucial for both productivity and connectivity, and this is even more true when it comes to hybrid work.
Having said that, in addition to tools like Microsoft Teams and Asana, you should consider using document collaboration tools like Google Workspace or Microsoft 365, which make it much easier for employees to work together on documents in real-time.
For file storage and security, you can use cloud-based storage like Dropbox Business or OneDrive, which provide secure file access from any location.
Moreover, time tracking and project management tools, like Clockify, Harvest, and Trello, can help monitor the progress of projects and track time spent on tasks without being intrusive.
In any case, investing in the right technology allows employees to work seamlessly and securely, keeping them focused and connected.
9) Provide Ongoing Training and Development Opportunities
As I pointed out in my last article, Why Personalized Professional Development Plans Are One of the Best Things for Your Business, offering employee training and development opportunities is crucial.
This is at least equally important in a hybrid workplace, if not more so, where the skills employees need may change even more rapidly.
With that in mind, you might want to consider offering virtual workshops, courses, or certifications that align with the needs of your business and the roles of your employees.
In terms of hybrid workplace best practices, you should focus on soft skills, like communication, time management, and adaptability, which are all especially valuable in a hybrid environment.
You should also make sure employees are comfortable with the tools you’re using by offering regular training.
Because at the end of the day, investing in professional growth helps keep employees skilled, motivated, and prepared for the most pressing hybrid work challenges.
Having a tough time managing hybrid employees? Contact me today to find out how I can help.
Career Management, Personal Development, Team Management