Flexible work hours and hybrid work models often go hand in hand, as freedom to balance workloads is often a priority for employees. The flexibility to choose work hours (within certain parameters) can empower employees to better balance their work and personal lives, leading to better job satisfaction.
The concept of hybrid work, which combines remote and in-office work, has become a central theme of post-COVID workplaces.
As businesses adapt to hybrid models, it becomes increasingly important that scheduling practices are up to date and cater to every employee’s needs and concerns. Advising your employees to come in three days a week may seem straightforward, but in reality, everyone's schedules differ. Some employees may have childcare needs, and office space could be limited, this may not be the smartest way to approach hybrid working.
If you’re unsure about the best to schedule your hybrid team, you’re not alone. Here are some concepts that can inform your company’s hybrid scheduling practices and help your team make the most of hybrid work.
Flexible work hours
Core hours
Establish core hours when all employees should be available for meetings and collaboration. This ensures a common time frame for team interactions, even in a hybrid setting where not everyone works to the same schedule.
Team rotation
If it works for your team and workload, consider implementing team rotation schedules where different groups alternate between remote and in-office work on specific days or weeks. This approach can work for smaller office spaces to prevent overcrowding or larger teams to ensure everyone has an equal opportunity to collaborate.
Clear communication
It’s even more essential to maintain open and transparent communication when managing a hybrid team. Use digital tools and shared calendars to keep everyone informed about team members' availability and work locations. Ensure that everyone is up to date during team check-ins.
Assess employee preferences
Employees’ circumstances and preferences can change – so it’s important to regularly check in on what does and doesn’t work for your hybrid team. Use anonymous surveys to encourage honesty, and encourage feedback from employees whenever changes are made.
Performance metrics
The entire concept of hybrid working is based on a focus on results rather than time spent in an office. Evaluate your employees’ performance with these kinds of metrics in mind. Instead of looking at hours worked, consider achievements and targets reached.
Adapt to local regulations
Depending on your teams’ location, laws and guidelines for hybrid work may differ. Stay informed about local regulations, such as labour laws, tax implications, and health and safety guidelines. Compliance with these regulations is crucial for both legal and ethical reasons for your team.
Did you know that organisations that don’t offer some form of flexible working can lose out on up to 70% of candidates? Find out more about the benefits of hybrid and remote work and consider if your company could be doing more to promote flexibility.
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