How to Create a Thriving Remote or Hybrid Work Culture

Chances are that the topic of remote and hybrid work has come up in most of your leadership meetings or new hire interviews lately, and for good reason. The way we work has changed over the last decade. Remote and hybrid work is becoming the new norm as it offers employees flexibility (one of the top perks sought by employees), but it can also boost productivity and employee satisfaction.

Remote and hybrid work models can be and are successful for many companies. However, employers need to consider many factors when determining if a remote and hybrid work culture is appropriate for their company. The key to creating a thriving remote or hybrid workforce centers around clear policies, a supportive culture, and keeping everyone accountable. So, let’s dive into the benefits and struggles of remote and hybrid work cultures, what it takes to create them, and how HR Fit can help you keep them thriving.

Benefits of a Remote or Hybrid Work Culture

Remote and hybrid work can be a great asset and perk for companies and their employees!

Here are just a few of the top potential benefits:

From a company perspective:

• Increased Productivity: Not everyone works well in the same environment. By letting employees choose their ideal work environment, companies often see an uptick in productivity, creativity, and job satisfaction.
• Cost Savings: Hybrid work can also help companies cut costs. Fewer people in the office allow companies to opt for smaller office spaces, which also helps cut on-site expenses like utilities, office supplies, maintenance, cleaning, and security.
• Talent Attraction and Retention: Remote and hybrid flexibility attracts top talent from a wider pool and leads to higher employee satisfaction. Happy employees stay longer, reducing turnover and recruitment costs, and giving companies a competitive edge.

From an employee perspective:

• Work-Life Balance: Hybrid work allows employees to balance their personal and professional lives better. Employees can adjust their schedules to fit family needs and personal errands, reducing stress and preventing burnout.
• Reduced Commute Stress: Less commuting means more time for work and personal activities. Employees save time and money on transportation, experience less stress, and can even live in more affordable locations.
• Increased Job Satisfaction: The flexibility remote and hybrid work offers often leads to higher job satisfaction and morale. Employees feel empowered, more productive, and valued, resulting in fewer unscheduled absences and greater overall satisfaction.

Struggles of a Remote or Hybrid Work Culture

While a remote and hybrid work environment is widely preferred in today’s workforce, many employers face challenges when implementing and adjusting to a remote and hybrid work culture.

Here are a few of the struggles employers face when considering remote and hybrid work policies:

• Productivity: Not everyone works well in the same environment. While some employees thrive in a remote environment, others may have difficulty focusing when home distractions are around them, such as animals, electronics, or family members.
• Cost: Hybrid work culture can help companies cut costs on office space. However, companies need to consider employees’ home or remote work environment when promoting remote work culture. Employees need basic technology and equipment to do their jobs from home, including laptop or computer, desk, office chair, cellphone, and internet access.
• Security: Companies must protect confidential information and ensure communications are secured while employees work remotely. A private room or space, quiet environment, and a closed internet source are essential to protect company information.
• Engagement: Leaders and managers can experience hardship while keeping remote employees engaged in the work culture. Without daily in-person interaction, managers must check in and communicate with their remote employees more often to keep them engaged with the team and work environment.
• Accountability: Without physically seeing employees in-office, managers can struggle with holding employees accountable for their work (or lack of). Employers must consider remote time, productivity, and activity tracking platforms to ensure employees are working from home.

Implementing Hybrid Work Policies

Just like any new work program or initiative; to create a successful hybrid or remote model, you first need solid hybrid work policies. These guidelines set the stage for how your team operates, whether they’re in the office or working from home. Here are a few areas to focus on when working with the HR Fit team to establish your remote/hybrid work policies:

• Flexible Schedules & Core Hours

Flexible schedules can create a challenge when you’re trying to move work forward. That’s why it’s best to create a framework that combines core working hours with individual schedule flexibility. By designating core hours when all team members should be available (example: 10 AM to 2 PM), meetings and collaboration can be scheduled with ease. This helps essential interactions occur smoothly, while still allowing employees to choose work hours that best fit their personal and professional needs.

• Communication and Collaboration

Team tools like Slack, Microsoft Teams, or Zoom are great for keeping everyone connected effortlessly. You can get quick updates, have detailed discussions, and host or attend virtual meetings here which makes teamwork seamless across all roles. Just make sure everyone is trained in how to use the platforms and you’ll find huddles and brainstorming sessions just as effective as meetings done in person (if not more!). It’s also a great idea to schedule regular check-ins with remote and hybrid employees, both as a team and one-on-one. Weekly team meetings help everyone stay on the same page regarding project goals, while bi-weekly or monthly one-on-one meetings offer individual feedback and support.

• Technology and Support

Technology is another area that can fall through the cracks with remote/hybrid workers. To stay on top of this (and make sure everyone has the necessary tools for work, such as laptops, ergonomic furniture, and high-speed internet), it may be a good idea to conduct initial assessments of home office setups to see what is needed. This allows you to offer resources or stipends to create productive environments. Also, consider offering IT support to resolve any tech issues quickly and effectively. This can be as simple as establishing a dedicated support line or chat service for immediate assistance. It’s also important that everyone regularly updates software and hardware to minimize disruptions and keep all team members equipped for efficient work.

• Performance and Feedback

Just like traditional in-office employees, remote and hybrid team members should receive regular feedback and performance reviews for their work. Start by setting clear, measurable goals for your team and track the progress using cloud-based project management tools. Make sure each team member understands their role and how it contributes to overall project goals. This will help keep everyone focused and motivated. It’s also important to conduct regular performance reviews to provide feedback and celebrate achievements. These reviews can occur quarterly or bi-annually, depending on the employee’s role and nature of work. Use these sessions to address challenges, set new goals, and maintain continuous improvement. Regular feedback keeps team morale high and helps individuals grow professionally. 5) Set Clear Expectations

For a remote and hybrid work policy to be successful, employees must be trained on the company’s expectations of a remote work culture. This includes setting guidelines of required working times, work to be performed, and establishing deadlines for when work should be completed. Once employees have been trained on the new remote and hybrid policy, it is essential that company leaders and management use and apply the policy in a fair and consistent manner. Setting clear expectations helps employees stay productive and helps managers cultivate a positive remote and hybrid work culture.

Moving to a hybrid work model has its ups and downs. But with clear policies, a supportive culture, and accountability, HR Fit can help you create a thriving hybrid environment. This not only boosts productivity but also makes employees happier and more likely to stick around.

Ready to start developing or refining your remote/hybrid work policies? HR Fit is here to help! Learn more about our Strategic HR Consulting Services or call us at 309.863.1202.