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Australians love hybrid working. Research shows we’re the leader in the area, with more workers expecting it and more workplaces offering it.
In fact, as of last year, 34 per cent of our workforce were hybrid workers, compared to the US, UK, and Canadian average of 29 per cent. Similarly, half of all organisations offer hybrid working across the country, compared to the 44 per cent average of US, UK, and Canadian companies.
With this in mind, employers need to realise that this trend is here to stay. The future of work is hybrid, and to keep the workforce happy and engaged, organisations will need to learn to get it right.
To assist in this, Hays outlined 12 methods for nailing hybrid working:
1. Set clear expectations and accountability
Employees need to know what they’re responsible for; otherwise, productivity can suffer. One of the downsides of hybrid working is a lack of communication, so it’s important to keep those lines open. Virtual meetings can be a great way to show face and discuss expectations.
2. Communicate work schedules
People have used hybrid working opportunities to work remote, and even overseas. All employees should know where their colleagues are and how to contact them so processes can move smoothly.
3. Discourage a “them and us” culture
Favouritism can create severe cultural issues. Treating the onsite workers equally to the remote workers is key to keeping staff happy and engaged.
4. Understand the benefits of each working situation and ensure fairness
It’s no secret that the work/life balance of home workers is much better. Employers can create fairness by being more understanding of onsite workers by allowing them greater flexibility.
5. Commit equal time and focus to each member of your team
Workers need attention if they’re to perform to the best of their ability. Focusing purely on those who are in the office can disadvantage remote workers.
6. Be mindful of communication
Keep remote workers included in the lines of communication. This can be done via messaging or, even better, video calls.
7. Think about how you will measure performance in a fair way
Focus on the quality of work, not the time spent in the office. This goes for career progression, too. Just because someone works from home does not mean they aren’t qualified for a promotion.
8. Hire wisely
Some people aren’t cut out for hybrid work and need that discipline that onsite work brings. Consider this during the hiring process, as this could create productivity issues.
9. Create occasions to physically bring your team together
Morale is important. Don’t ignore opportunities to socialise as it can keep staff happy and engaged.
10. Keep your remote employees informed about company and team decisions
Remote employees need to be kept in the loop if they’re to do their job properly and feel valued.
11. Ensure rewards and benefits are fair for all
Fairness is key. This goes for the perks and benefits offered too. If you’re buying lunch for those who come into the office as a reward for hard work, you can alienate those working from home. Keep rewards fair for all.
12. Focus on mental health and wellbeing
Working from home removes the social aspect of work and can leave employees isolated and lonely. Make sure you’re checking in with remote workers as struggles can go unnoticed and mental health challenges can breed.
RELATED TERMS
In a hybrid work environment, individuals are allowed to work from a different location occasionally but are still required to come into the office at least once a week. With the phrase "hybrid workplace," which denotes an office that may accommodate interactions between in-person and remote workers, "hybrid work" can also refer to a physical location.
Professionals can use remote work as a working method to do business away from a regular office setting. It is predicated on the idea that work need not be carried out in a certain location to be successful.
Jack Campbell
Jack is the editor at HR Leader.
