5 steps to improve hybrid work

According to SD Worx’s HR study, “The perfect Match”, 66% of employees in Europe think that remote working “has more advantages than inconveniences”. Also, for 61% of workers in Europe, it makes them "more productive in individual work".

As you can see, new forms of work have now become parts of European employees’ new habits. That is why companies need to be able to both handle face-to-face and remote work organizations.

After our 5 good HR practices infographic, we invite you to go further on one of the most important topics of the last few months: hybrid work.

How can it be done? What are the best practices to better manage and optimize it?

Discover our 5 tips and tricks in this new article!

First, it is important to define a framework for the implementation of hybrid work. It is necessary to clearly define, in an explicit and transparent way, the boundaries that need to be respected by everyone. Days of remote work allowed, presence required in the office during meetings, face-to-face appointments, etc. There are many points to clarify, which will obviously be different in each company due to its industry or business type specifics.

Explaining how hybrid work can be done will make employees identify what is recommended, acceptable or prohibited. Then, everyone will be able to take ownership of this procedure to adapt it to her or his own requirements. The goal is simple: everyone must find the right balance between the company needs and their personal expectations.

How do you get employees to come back to work in the office? This is not an easy question, especially with reluctant employees who do not feel the need to come back in the office. Obviously, forcing them will not work at all and will only create a gap between the people concerned and the company.

Instead, it is necessary to think: "What would bring them back? Fortunately, there are several answers to this question. More convivial facilities, team meetings, teambuilding activities - many things and ideas can be imagined. The aim is to succeed in strengthening the company sense of belonging and the team’s bonds.

Obviously, this is not a new topic. However, when it comes to hybrid work, it becomes even more important. This organization model risk is clear: it can sometimes lead to certain employees’ isolation.

Even worse, it can increase time management problems (too much work time, difficulty in disconnecting, etc.). Monitoring working hours will thus allow to avoid any psycho-social risks, burn-out or other problematic situations.

There is no rush to buy and integrate all the trendy collaborative work tools (Teams, Slack, Workplace, etc.). First, it is important to identify the teams’ real needs to find the right tools and the right solutions.

Also, it is essential to support and train your colleagues in the advanced use of newly introduced tools and solutions. Quick training sessions, e-learning, experiences, or other catch-up sessions will enable them to make optimal use of every tool. The idea is to avoid people feeling lost. For instance, you do not want them to feel completely lost when they have to do a certain task, find a certain report or submit a project.

One of the hybrid models risks: it can lead to an increased distance and some people might feel "forgotten" by their organizations. So, it is more important than ever to invest in everyone’s personal development, managers, and employees.

Why? Because, despite the distance, we must continue to help employees and managers grow, even if we do not see them regularly at the office. Giving time for personal development will make it possible to offer prospects for development and thus help people to take ownership of their roles and projects.

Our team can help you. Especially for time management topics. Do not hesitate to contact us!

5 steps to improve hybrid work

1. Define a framework

2. Rethink the employee experience

3. Pay real attention to work/life balance

4. Equip and support the teams

5. Think about the personal development of each person

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