Planning to Build a Hybrid Workplace? 5 Strategies to Help You Plan Ahead 

With the onset of the pandemic, companies around the world were forced to shut their doors. It was a challenge for human resource teams to send employees home and get them to adapt to the "new normal" of working remotely.  

It has been over two years since that fateful day when the world went into lockdown. However, resilience won, and the economy gradually reopened as COVID-19 cases subsided globally.  

Again, it is not the easiest time for HR leaders as getting employees back into physical workplaces will need some convincing. 

Is the future of work hybrid?  

Remote working taught everyone that it could be business as usual without having to be physically present. The pandemic challenged conventional thinking about what it means to be at work, interact with colleagues and achieve organisational goals. After all, all indicators point to seeing the future of work as hybrid. And there is data to back the theory. 

In India, according to a report titled "Future of Work India Outlook", nearly 93% of organisations in the tech industry are planning to adapt to a hybrid work model beyond the pandemic. In fact, a survey conducted by Nasscom and Indeed found 66% higher employee satisfaction while working from home. 

Simply put, companies that wish to sustain must consider a long-term policy shift - from a company-centric approach to a people-centric one. So, let's learn some strategies to build a hybrid workplace. 

Five strategies to build a hybrid workplace for the future 

Use collaborative technology platforms to operate efficiently 

Whether you are working from home or the office, your team is expected to perform as they did when they were a part of an office environment. To ensure that productivity and standards are consistently met, the need for technology and tools that enable better communication, collaboration and organisation has become even more critical in the current scenario.  

It becomes essential to deploy collaborative technology like video conferencing tools and instant messaging platforms, as part of their daily operations to facilitate better output from their hybrid working teams. The idea is to empower your resources, to work together and optimise their time to manage projects with transparency.  

Emphasise outcomes, not working hours 

A misconception about performance and productivity is equating time spent on your work desk with successful output. Instead, the way forward is a flexible approach to work that is built around outcomes and not on the number of hours put in during any given working day.  

For the hybrid model to be successful, supervisors and managers must clearly define a set of metrics for their teams like targets, deadlines, etc. It is not about overloading employees, but building trust, flexibility and the philosophy of work based on outcomes. 

Ramp up on IT security 

Like all innovations, hybrid models will heavily depend on cutting-edge technology, both hardware and software, to make it a reality. This includes doubling up on IT security to ensure protection at every organisational touchpoint.  

High-end security systems help monitor employee activities and prevent unauthorised access to secured networks and servers. Hackers will not be able to break into the servers from any computer if you limit the range of your IP addresses.  

Deploying systems that offer access control like biometric recognition systems and multi-factor authentication protocols makes the process more secure.  

Create a culture of communication 

Building trust between the business and its employees is essential. And the key to accomplishing this herculean task is by exploring new areas of communication. This means offering the employee the preference of opting to communicate via a combination of formal and informal methods with the organisation.  

Most importantly, employees should be encouraged to share and communicate with the organisation. When employees don’t feel supported, emotionally secure, and safe, they simply don't function at their best. 

Balance hybrid work with employee wellbeing  

A report from the Global Wellness Summit says that “being constantly connected contributes to depression and anxiety.”  With a ton of health hazards looming, employee well-being is the hot topic of discussion among HRs as companies plan to move towards a hybrid work environment. HR leaders must ensure that employee well-being is supported by the right technology and hold discussions for their employees to strike the right balance between professional and personal.  

Transitioning to a hybrid working model cannot be accomplished overnight. It requires implementing strategies that work for the business and, most importantly, its people.  

There is no "one size fits all" formula that can be applied to any and all businesses. Look at the friction points and let the strategy evolve over time. Remember to put the needs of your employees first, and you won’t go wrong.