As companies strategize for the eventual end of the pandemic and a return to a new normal, many are being faced with an important question: “Where will employees work?” While some companies will return to fully in-office work and others will be permanently remote, many are considering a hybrid workplace to draw from the best of both of these worlds. A hybrid workplace fuses in-person work with remote options, with workers splitting their time each week between home and the office, or others in which some employees work remotely and other colleagues are full-time at the office.

A hybrid workplace certainly has its benefits, including giving flexibility and control to employees, which can go a long way toward engagement and satisfaction. However, to be done right, this new business model needs to be inclusive to all employees.

There are some inherent fairness challenges in a hybrid workplace. Workers who are headquartered at the office may have access to better resources, from ergonomic office set-ups to easier mail delivery to better technology. At home, workers could struggle with everything from spotty WiFi to working conditions not conducive to productivity. Working in the office gives employees better visibility with supervisors and colleagues, which can mean they enjoy a better flow of information and communication than at-home workers. Similarly, remote employees often miss out on the informal conversations had by the water cooler or in the lunchroom; while that may create feelings of isolation and loneliness, those personal relationships can also be important toward building networks and advancing careers.

3 Ways to Strategize Your Hybrid Workplace

All of this may tip the power scales toward in-office employees, marginalizing remote workers. So, how can employers create a hybrid workplace that is fair to all types of employees? Planning is key. If you’re considering creating a hybrid workplace as the pandemic subsides, start strategizing now.

1. Strategic Communication

   A hybrid strategy should have communication at its core. Business leaders should know exactly who will be working where, how, and when, and have transparent conversations with all workers about potential problems and concerns. Work collaboratively with employees on solutions.

2. Focus on Wellbeing

   Psychological safety is another important aspect. Employees should feel empowered to speak up if they’re feeling left out or struggling to access resources. Before launching a hybrid workplace, managers and business leaders need to ensure all employees are aware of the potential complications when it comes to access and visibility and encourages them frequently to address issues.

3. Continually Evaluate

   Managers should revisit hybrid design at certain recurring points, such as during onboarding and performance reviews. These are good times to consider what’s working, what needs improvement and to reassure employees that their voice is important. Hybrid is a relatively new concept so employers should consistently reassess policies and plans with employees, revising where needed.

A hybrid workplace may very well be the workplace of the future. To ensure that it’s one in which all employees feel valued and included, employers should center communication, ensure employee wellbeing, and be mindful that the design is fluid and ever-improving. By investing in this work ahead of time, employers can be confident their new hybrid workplace is one in which all of their employees are thriving.

Elite Personnel is an experienced staffing agency that has been helping businesses in DC, MD, and VA since 1988. Find the right candidates for your evolving hybrid, remote, or in-office business model, contact Elite Personnel today or call us at 301-951-3333.