When hybrid work first became the norm, sites like LinkedIn and Harvard Business Review published guides in 2021 on how to move between remote and in person work. Back then, most of that advice was new and theoretical. Now we can look back and see how hybrid workplaces are actually faring. Not everyone will agree on one approach to a hybrid workplace model, but many would agree the old model doesn’t fit anymore. So let’s talk about how to replace old corporate cultures with something more productive and inclusive: hybrid workplace models.
Why should you implement a hybrid work culture?
Offering a hybrid model isn’t the easiest option, but it can be one of the most inclusive. There will always be challenges, as with any working model. But hybrid work opens your workplace up beyond people who live nearby and can come into the office every day. That includes people for whom getting to an office is harder, and it widens your reach for talent. Some of your best candidates may live in another city, or even another country.
It can also make your talent more diverse. Take people who can’t afford to live near your office. Working from home saves them time and money on a long commute.
At the same time, many workers, especially those in apartments or smaller homes, don’t have a dedicated home office. Some share space with roommates or family members who also work from home, which can make working from home harder for them. Having options is the best rule of thumb.
So let’s look at some of our favorite tips for building an inclusive, fair hybrid work model.
Our top five tips for inclusive hybrid workplace models
1. Start off on the right foot
Many employers now hold interviews online, and it can be a win for both sides. Candidates save the time and money of getting to the office dressed head to toe in work clothes. Hiring teams can fit more interviews into less time and talk with candidates from anywhere.
Holding interviews online can also get candidates into the right mindset if the role is hybrid. It shows them from the start that you take flexible work seriously.
2. Visible communication is key
For in person problem solving, communication is key. The same goes for remote workers, but it has to be made explicit and visible when people work from home. That means having a reliable platform to communicate through. It might include company wide and department group chats. It might look like setting your Teams status to “In a meeting with the developers” when you’re in a meeting and “Free to chat” when you’re not. It might mean regular updates to coworkers on Slack, or sharing Google calendars so everyone can see when you’re available to meet.
Plenty of platforms are designed to bridge the gap between remote and in person workers. Whatever you use, make sure it gives everyone, in the office or not, an equally transparent way to communicate.
3. Make your home base hybrid friendly
Make sure wherever your team checks in works for everyone. If you hold daily standups, make them equally engaging for people in the room and online. If some people come into the office and some don’t, keep the environment fair. People attending in person should each have a device in front of them, so they’re on the same playing field as those joining online. That way, anyone can make their voice heard.
Your home base doesn’t have to be Teams or Zoom. You might use Trello or other tools to manage your team’s time and work. Either way, make sure everyone has equal access and stays in the loop.
4. Equity, not equality
Not everyone in your organization has the same access to work. Some may find coming into the office much harder because of their finances or family situation. Others may struggle working from home without the right device or with limited bandwidth. The best way to show support is simple: do what you can to level the playing field. Offer to improve someone’s home internet. Send a work laptop to someone who doesn’t have one. Offer more flexibility not just in where but also when people do their work. Small changes like these can make a real difference in your employees’ productivity and happiness.
5. Rework what doesn’t work anymore
People change, and so do our values. What mattered most to your organization or management style a few years ago may look very different now. That’s not inconsistency, it’s growth. So lean into the changes you’ve been thinking about. Revamp your branding, including your brand as an employer, so it fits how you work today. That looks different for every employer. You might drop the need for formal attire, for example, without giving up professional conduct. Small changes like these can make the workplace feel more relevant to how people actually work.
Progress is a process
Your workplace is a process, not an end goal. Revisit your management approach regularly. Keep what’s working for your employees and rework what isn’t. Ask for feedback at every level, and be open to compromises on things you’d normally push back on, even just for a trial period. Regular check ins, like stay interviews, can tell you what’s working before people decide to leave. Keep adjusting until you and your team find a good balance.
And when you need to hire, especially for the same frontline roles over and over, Workwolf® sources candidates, filters them with AI, phone screens them with its recruiters and books the best fits into your calendar, so you only meet the finalists and make the hire. Book a call to see how it would work for your roles, or run your numbers in our hiring ROI calculator.
