How can you create a hybrid work culture that combines remote and in-office work?

WIO once or twice a week is dedicated to Face to Face meeting/lunch/ breakfast and just to get together with team members. This is to encourage bonding and belongings. WFH is flexible with daily morning calls, updates, and set the goal and achievements for the day. However, trust is the key. WFA Work from Anywhere is the new preference for Millennials. So, we need to catch up if we want to hire the best skills.

We dont create hybrid work culture, culture cant be same, the way we treat people in office and hybrid should be same , just that its difficult for us to drive the culture so we have to be creative on how to make sure that employees working hybrid. 1) Make sure people working hybrid , mandate to meet team once a month 2) Design benefits for hybrid to travel to office 3) Do not give permanent hybrid, 6 months to 1 year is ok, more than that could break your culture and impacts your productivity 4) Collaboration should be part of their KRA

Here are some models for hybrid work policies: Flexible - Employees choose when/how often to work from home vs the office. Core hours may be set but otherwise fluid locations. Set schedules - Employees have designated office and remote days, like Mon/Tues/Thurs office, Wed/Fri home. Split weeks - Employees spend 1 week in office, 1 week remote or a few office days per week with the rest remote. Manager's choice - Managers decide based on team needs how often their direct reports should come into the office. Role-based - The policy differs by job roles and need for in-person collaboration, managers track output not time.

Creating a hybrid work culture requires clear communication, flexibility, and inclusivity. Start with setting clear expectations and policies for remote and in-office work. Invest in robust digital tools for seamless collaboration and communication. Foster an inclusive culture by scheduling regular virtual and in-person meetings to ensure all team members feel connected. Encourage flexibility to accommodate diverse work styles and personal needs. Promote a results-oriented approach, focusing on output rather than hours worked. Lastly, offer support and resources for both remote and in-office employees to maintain productivity and well-being. A blend of structure and flexibility will help in crafting a successful hybrid work environment.

I partly work from Malaysia whereas my team is Pakistan based. I keep my communication simple and seamless. I maintain consistency as far as virtual interaction, assigning milestones and asking for updates. I remain focused with less talk and more actions. Work culture is positive and ambience is good.

Trust is mutual and it’s vitally important. Without trust no workable relationship is possible. Delegate and trust your team. Micromanaging your employees will create negative vibes and will compromise their productivity.

I would add that it's crucial to establish protocols for how employees can give and receive feedback. Hybrid work is great for productivity and flexibility, but it often leads to employees working in silos and getting stuck without a clear way to solicit support. Make it easy and accessible for your employees to get the resources they need when they need them.

In remote work, increased communication and collaboration is needed. Regular sharing of ideas, guidance from managers to their team, facilitating them in their day to day issues, ensure problem solving; these are norms and values of remote work

In hybrid work environment there is more possibility of DEI. People sitting in different countries with varied professional backgrounds will bring diverse experiences and perspectives. More ideas and solutions will be forthcoming. Problem solving will be unique. Accomplishments will be really forthcoming.

In a hybrid work culture, we should craft experiences, not just encourage Learning & Development (L&D) as it is fundamentally about our employees. When we genuinely invest in our employee's professional growth, they not only advance in their careers but also contribute meaningfully to the organization's overall success. I like to call it "experiential upskilling." Treating professional development as an immersive experience and not just as a mere checklist— especially in a hybrid work culture—is akin to adding the secret ingredient to a recipe that elevates its richness and depth. We shouldn’t just offer resources; we are tasked with shaping an environment where learning is both enriching and beneficial.

The stark truth is that - although I'm absolutely an advocate for flexible working if it makes sense - there are companies AND employees who simply haven't figured out how to 'do' hybrid and maintain their part in building culture. I've seen company culture fall apart by not having a plan, and we all lived through a time where COVID decimated our human connection opportunities. It's taking time but we are getting back to a more connected world, even remote. There are companies and employees getting it spot on, so focus on an approach that doesn't damage culture, and focus on communication + reducing grey areas to whatever that approach may be.

Making hybrid working 'work' is the big challenge for organisations in 2024. From our conversations with organisations on this matter, we suggest focusing your strategy on these five areas: 1) Setting clear parameters/expectations around work practices/policies 2) Be open with people 3) Encourage all employees to have a clear purpose for where they work and when; and offer as much flexibility as possible for teams to work this out at a local level 4) Foster trust, empower people - leaders need to set the tone for this 5) Ensure there is a level playing field with in office / remote / hybrid workers when it comes to assessing performance

Which tasks are most productively executed in the office and which are most productive at home? Most leaders assume that employees collaborate more while in the office but that is not always the case. Schedule the most relevant and productive tasks to be done when located at the appropriate location.

In order to thrive in a hybrid team setting, one needs tools and skills. My experience has been that many organizations spend significant amounts of money on various training programs essential to their core operation- but have not invested in a curriculum that supports remote or hybrid work. Real, practical training on how to work, engage, and operate as a hybrid or remote team member. Organizations that excel must identify the development needs of their team members. Continual investment in professional development centered around the work environment is critical.