The world of work has changed. Employees no longer want to spend five days a week locked up in the office. The solution? Hybrid work . 🌍💼 This new organization, which combines teleworking and on-site presence, has become essential for attracting and retaining talent, while boosting productivity.
But be careful, the transition to hybrid work does not happen overnight. Poor planning can lead to disorganized teams, overwhelmed managers and frustrated employees. So how can you avoid these pitfalls and succeed in this crucial transition? 🚀
In this article, we reveal concrete strategies and practical examples to implement hybrid work smoothly and effectively. You will learn how to meet the needs of your teams while optimizing the performance of your business.
Why choose hybrid work ?
The benefits of hybrid work
Let’s say Anna lives far from her office. With hybrid work, she can choose to come into the office three days a week and work remotely the rest of the time. This allows her to reduce her commute time and be more productive at home for tasks that require concentration.
Like Anna, in France, 45% of hybrid workers opt for three days of presence in the office , even if only 33% of them consider that this is their ideal rhythm. This flexibility improves their work-life balance while maintaining a connection with their colleagues.
Source: Owl labs, State of play of hybrid work in France in 2024, July 2024
Adapting the organization to hybrid work
Consider Paul, who works at a technology company. Paul prefers to come into the office two days a week to collaborate with his team in person, but he’s more productive at home when he needs to write technical reports. Paul’s company has a corporate hybrid work policy that adapts to individual needs, allowing each employee to choose which days they want to be in the office, as long as they meet targets.
Steps to implement hybrid work
1. Define a clear teleworking policy
Implementing hybrid work starts with a well-defined remote work policy. This includes defining the number of days allowed to work remotely as well as managing office attendance. On average, employees come into the office three days a week, a popular frequency but one that doesn’t always align with worker preferences. A clear remote work policy helps frame these expectations and balance the needs of the business with those of employees.
2. Choose the right tools to organize hybrid work
For optimal management of hybrid work in companies, it is necessary to have suitable tools. Solutions such as shared calendars make it possible to effectively coordinate office and remote presences, while facilitating collaboration.
The complexities of hybrid work
Managing team cohesion remotely
Managing hybrid work poses a complex organization for managers, who must find a balance between flexibility and team cohesion. The frequency of three days in the office favored by 45% of hybrid workers shows the importance of face-to-face work to maintain a strong social bond and promote collective intelligence.
Responding to employee preferences
While three days in the office is the norm, only 33% of employees feel that this frequency matches their preferences. So it’s important to find a model that’s both flexible for employees and efficient for the organization. Survey your teams about their needs before proposing an arrangement.
Source: Owl labs, State of play of hybrid work in France in 2024, July 2024
By following these few guidelines, it becomes easier to understand how to set up hybrid work effectively. From setting clear rules to using the right tools to maintaining team cohesion, each organization can adapt this model to its own needs to ensure a successful transition.
