The Hybrid Work Model is one that has gained momentum and is becoming increasingly widespread. It has taught organisations a lot about traditional work models and has challenged notions about how teams and employees’ function at their best. Thus, people who question the effectiveness and productivity of remote working may need to shift their perspective.

The best of both worlds is provided by a hybrid work approach, working both in the office (on-site) and remotely. An employee might, for instance, work from home three days a week and visit the office the other two. Alternatively, there may be specific days where managers or team leaders expect employees to attend in person meetings. Having options allows employees to continue enjoying the flexibility of working from home while maintaining the crucial in-person relationships with co-workers that are so necessary for collaboration and wellbeing. O.C.Tanner’s 2022 Global Culture Report reflects how work that requires collaboration or interaction with others is best done in the office, while work that requires concentrations is more productive and efficient at home. Hybrid employees need time to focus and tools to connect when working remotely.

The hybrid work style should not alter standards for quality work, productivity, or accountability. However, the hybrid model does give managers and supervisors a chance to improve the efficiency, effectiveness, and wellbeing of their teams.

Whilst you don’t need to acquire new skills to lead hybrid teams, competencies of inclusivity, teamwork, communication, and emotional intelligence will remain crucial. A hybrid workplace will demand you to be more intentional with the best management and leadership techniques you are already applying. Defining and setting clear expectations with employees about what work gets done in the office versus at home, along with determining remote working hours, is important to set boundaries between their work and home life.

We frequently concentrate on straightforward factors, such as the work environment and the resources available, when it comes to enhancing performance. Employees who benefit from hybrid working arrangements work more hours and get more done. They are more motivated to create high-quality work when they feel good and can work in a setting that meets their demands.

There is no denying that to create a culture where employees can be productive and thrive in a hybrid workplace, organisations must meet employee needs for career development, flexibility & connection. It is recognised that by giving employees various opportunities in a hybrid work environment has a significant impact on several cultural outcomes.

Organisations providing career development opportunities saw upwards of an +83% in employees’ engagement and +103% in employees’ sense of purpose. Involvement in special project work presented a +60% increase in employee engagement and companies who provided learning and training offerings for their employees saw a +72% increase in their sense of purpose (2022 Global Culture Study, O.C. Tanner Institute).

Major brands including Facebook, Microsoft, PwC and KPMG are among the companies now embracing hybrid work. KPMG UK’s Chief Executive, Jon Holt, stated, “We trust our people. Our new way of working will empower them and enable them to design their own working week. The pandemic has proven it’s not about where you work, but how you work”.

With any new way of operating, the hybrid work model’s long-term effects are still to be revealed. Organisations will adapt policies, procedures, and collaboration technology as they gain experience using it. Yet, it’s reasonable to assume that going to work simply for the purpose of going there won’t be a necessary element of working life in the future.

• Flexibility, career development, and connection enable hybrid workers to thrive
• Enhanced work life balance
• A wider talent pool (by combining in-person and remote work, you’ll be able to cast a wider talent net and draw candidates who otherwise wouldn’t have applied for a position with you)
• Opportunity to change and redefine your company culture
• Attracting talent and employee retention
• Greater productivity
• Improved wellbeing
• Employee satisfaction
• Boost in team(s) morale
• Savings on office costs

Overall, don’t be afraid to take the leap by trusting your people and see what happens. If you want to find and keep the best talent at a time when there is a talent shortage, we’d love to chat about strategies for adding flexibility and other ways to enhance your workplace culture.

Get in touch with our People & Culture team via hr@strategycollective.co.nz or 06 759 7044

Written by Georgia Macfarlane.