We already discussed why hybrid work will determine the future of our professional lives, and shared some tips on how to make it work on a day to day basis. Many prominent surveys have shown that most employees want a permanently hybrid work environment – or at least more flexible workplaces. This is a shift that has been coming for some time – the pandemic simply accelerated it. For employees, hybrid workplaces combine in-person work and telecommuting. For organizations, this shift brings many questions about how to manage the new hybrid workplace. For many leaders, managing a distributed team of people engaging in various work modes – such as in-office, hybrid, remote and outside sales – is unfamiliar. However, most leaders struggle with implementing it into their culture as the transition requires time, energy, and above all: a well-thought-out plan.

Let’s see where to start!

1. Ask your employees!

And make sure this is something that they actually want. Some people may want to work from home indefinitely, others might wish to fully return, and their preferences should all be regarded objectively as equal. Consider setting up one on one meetings to discuss their attitude toward the hybrid work model. The majority will most likely be satisfied with more flexible options, but it’s always good to know statistically where most of them stand. Make sure to create an environment where all feel safe, heard and respected, and work on the processes that make it last together.

2. Set clear targets and expectations!

If you decide on starting the transitioning process, don’t make decisions that change 100% of the workdays immediately. Make slow changes that positively impact the everydays, and gradually introduce new routines. Decide what you want to achieve in a certain time period, what advantages you’d like to enjoy collectively and what purpose there is culturally. Progress always comes with new responsibilities, so make sure to set clear targets and decide on whose task it is to execute it. If you do it right, everything should be convenient, transparent and processable.

3. Set new key performance indicators!

Even before that, don’t forget to set people up for success both physically and mentally. Help them with the necessary equipment they need to be up for work at home and in the office too. That can mean good desks and chairs at home, as well as good devices and services. Working out new KPIs and targets is also inevitable, as old performance measurement systems will most probably not be functional anymore. Have trust in employees, and figure out how to encourage them to be most productive. Measure success in a transparent way that truly mirrors effort and achieved goals.

4. Encourage good time management!

The complexity of multiple workspaces and occasional separation from the rest of the team makes scheduling more complex. You may want to offer classes in this and even take some yourself before the actual transition. In the new system, ensure there’s a place to discuss preferences and actual dates the team sees each other, a foolproof way to navigate through meetings and eliminate excess rounds of communication. Informal talks and chit-chats should also have a time and place, pay extra attention to team-building events and coordination.

5. Don’t be afraid to make changes!

As always, the best ideas come when everything is already decided. Making changes mid-process is not only inevitable but essential. This is when you see how your plans work in practice, and your chance to make adjustments based on live feedback. You can also experiment with different options if you feel like your original ideas don’t satisfy the team. Consider changing the number of office days, meeting setups or even reporting structures.

IseeQ wishes you the best of luck!