The COVID pandemic has forced businesses to adapt quickly to remote work, and many have found that it can be just as effective as in-office work. As a result, the hybrid work model, where employees work both remotely and in the office, has become increasingly popular. This article explores the benefits and challenges of hybrid work, as well as how to successfully implement it in your business. Having worked with 21 organizations to help them implement a hybrid work model, the insights in this article are based on real-world case studies, along with research from third-party sources.

First, let's define hybrid work. It is a flexible work arrangement where employees have the option to work either remotely or in the office, depending on their needs and the needs of the business. This can involve working from home a few days a week, working remotely full-time but coming into the office for certain meetings or events, or any combination in between.

There are several benefits to hybrid work for both employees and businesses. For employees, it allows for greater work-life balance, as they have the flexibility to work from home when needed and avoid long commutes. It can also increase productivity, as remote work has been shown to reduce distractions and increase focus. Additionally, hybrid work can lead to higher job satisfaction, as employees have more control over their work environment and schedule.

For businesses, hybrid work can lead to cost savings, as it allows for a reduction in office space and utilities. It can also increase diversity, as remote work allows for a wider pool of talent to be considered for positions. Additionally, hybrid work can lead to increased retention, as it allows for a more flexible and accommodating work environment.

However, there are also challenges to implementing hybrid work. One challenge is ensuring that all employees have the necessary equipment and technology to work remotely. This includes things like laptops, reliable internet, and any other necessary software or tools. It's important to provide these resources for all employees, as it ensures that everyone has the same opportunities and capabilities to work effectively.

Another challenge is managing communication and collaboration between remote and in-office employees. It's important to establish clear communication channels, such as using video conferencing or project management software, to ensure that all employees are on the same page and can easily collaborate. It's also important to schedule regular check-ins and team meetings to ensure that remote employees don't feel isolated and left out.

To use hybrid work successfully requires leveraging psychology research. One area where psychology can play a role in the success of hybrid work is in addressing the potential negative effects on mental health. Research has shown that remote work can lead to feelings of isolation and disconnection, which can impact mental health. It's important to take steps to address these potential negative effects, such as scheduling regular virtual social events and providing resources for mental health support.

Another aspect of psychology that can impact the success of hybrid work is motivation. When working remotely, it can be more challenging for employees to stay motivated and engaged. It's important for managers to find ways to keep their team motivated and on track, such as setting clear goals, providing feedback, and offering opportunities for learning and growth.

One common concern with the hybrid work model is how to manage and evaluate employee performance. In an office setting, it's easier for managers to observe and assess employee performance on a daily basis. However, with hybrid work, it can be more challenging to gauge performance when employees are working remotely.

One way to address this challenge is to set clear expectations and objectives for each employee. This can include specific goals, tasks, and deadlines, as well as any relevant metrics that can be used to measure performance. By setting clear expectations, employees have a clear understanding of what is expected of them and can be held accountable for meeting those expectations.

Another way to manage employee performance in a hybrid work setting is to use regular check-ins and performance evaluations. This can include scheduled one-on-one meetings between managers and employees, as well as regular evaluations of employee performance. These check-ins and evaluations can be done remotely using video conferencing or other virtual tools. By regularly checking in with employees and providing feedback, managers can ensure that employees are on track and identify any areas where additional support or resources may be needed.

It's also important for managers to provide employees with the necessary resources and support to be successful in their roles. This can include providing access to relevant training and development opportunities, as well as the necessary tools and technology to work effectively. By investing in employee development and providing the necessary resources, businesses can help ensure that employees have the skills and capabilities to succeed in a hybrid work setting.

Another challenge of hybrid work is managing work-life balance. With the option to work remotely, it can be more difficult for employees to separate their work and personal lives. It's important for employees to establish boundaries and create a designated workspace at home to help them stay focused and avoid burnout. It's also important for managers to be understanding of employees' personal and family commitments and allow for flexible scheduling when necessary.

Managers can also help promote work-life balance by setting clear guidelines for after-hours communication and expectations for responding to emails or calls outside of regular business hours. By setting boundaries and promoting a healthy work-life balance, businesses can help ensure that their employees are able to maintain a healthy balance between work and personal life.

Another aspect to consider when implementing a hybrid work model is company culture. It's important for businesses to maintain a strong company culture, regardless of whether employees are working remotely or in the office. This can include regularly scheduled virtual team-building activities and social events, as well as maintaining open lines of communication and fostering a sense of community. By maintaining a strong company culture, businesses can help ensure that employees feel connected and engaged, regardless of their location.

In summary, the hybrid work model has the potential to bring numerous benefits to both employees and businesses. However, it's important to carefully consider the challenges and take steps to address them in order to successfully implement and sustain a hybrid work model. This can include providing necessary equipment and technology, establishing clear communication channels, and addressing potential negative effects on mental health and motivation. By doing so, businesses can successfully navigate the hybrid work revolution and reap the benefits it has to offer.

Image Source: Getty Image (Employee working from home)

Originally Published in Forbes on Jan 8, 2023.

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Bio: Dr. Gleb Tsipursky helps leaders use hybrid work to improve retention and productivity while cutting costs. He serves as the CEO of the boutique future-of-work consultancy Disaster Avoidance Experts, which helps organizations adopt a hybrid-first culture, instead of incrementally improving on the traditional office-centric culture. A best-selling author of 7 books, he is especially well-known for his global best-sellers Never Go With Your Gut: How Pioneering Leaders Make the Best Decisions and Avoid Business Disasters (Career Press, 2019) and The Blindspots Between Us: How to Overcome Unconscious Cognitive Bias and Build Better Relationships (New Harbinger, 2020). His newest book is Leading Hybrid and Remote Teams: A Manual on Benchmarking to Best Practices for Competitive Advantage (Intentional Insights, 2021). His writing was translated into Chinese, Korean, German, Russian, Polish, Spanish, French, and other languages. His cutting-edge thought leadership was featured in over 650 articles and 550 interviews in prominent venues. They include Harvard Business Review, Fortune, Inc. Magazine, Business Insider, Fast Company, Forbes, and elsewhere. His expertise comes from over 20 years of consulting, coaching, and speaking and training for mid-size and large organizations ranging from Aflac to Xerox. It also comes from his research background as a behavioral scientist. After spending 8 years getting a PhD and lecturing at the University of North Carolina at Chapel Hill, he served for 7 years as a professor at the Ohio State University’s Decision Sciences Collaborative and History Department. A proud Ukrainian American, Dr. Gleb lives in Columbus, Ohio (Go Bucks!). In his free time, he makes sure to spend abundant quality time with his wife to avoid his personal life turning into a disaster. Contact him at Gleb[at]DisasterAvoidanceExperts[dot]com, follow him on LinkedIn @dr-gleb-tsipursky, Twitter @gleb_tsipursky, Instagram @dr_gleb_tsipursky, Facebook @DrGlebTsipursky, Medium @dr_gleb_tsipursky, YouTube, and RSS, and get a free copy of the Assessment on Dangerous Judgment Errors in the Workplace by signing up for the free Wise Decision Maker Course at https://disasteravoidanceexperts.com/newsletter/.