Many employees now work in a hybrid way. Hybrid working is a flexible working approach where employees spend some of their time working in a remote location and some in office – or other – work spaces.
Working in a hybrid way requires clear ways of working, planning and organising if it is to be successful. Hybrid work must be tailored to the unique needs of the individual, team, department or organisation.
Exactly how to undertake hybrid working will vary from organisation to organisation, and even from team to team. The role of the line manager is key to ensuring effective ways of working. Managers are responsible for communication, performance management and collaboration within hybrid teams.
This guide provides people managers with some key tips and ideas for ensuring effective hybrid working.
First steps to develop a hybrid working model
If you don’t already offer hybrid working arrangements but want to do so, here are some ideas to get you started.
Maintain effective communication
How a hybrid team needs to communicate will vary based on the team's size and roles, however the key principles of good communication remain; employees need to have the information that they need, in a timely way, to allow them to undertake their work.
Clarify everyone's roles and responsibilities
You need to confirm roles and responsibilities across your team, including your own.
Engage in appropriate performance management
Many of the principles of good performance management apply to hybrid workers in the same way that they do all employees, although you may need to adjust your approach to ensure success.
Provide the support people need
Maintain a virtual open door and let people know when and how they can contact you if they face any challenges.
It’s important not to forget about inter-team relationships and networking across the organisation.
Check in on wellbeing
When employees work remotely, the signs and signals that someone might not be okay are weaker. Whilst some people thrive in a remote work environment, others find it more complex.
Be aware of conflict management
Virtual teamwork may encounter more challenges than face-to-face work, because people must rely on electronic communications and may have less overlap of working hours.
Use our flowchart to assess roles for hybrid working, considering the nature of the work undertaken in a role
Use our manager checklist to kick off discussions around hybrid working and agree flexible working arrangements
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