At the time of writing this, finding and retaining talent is a big challenge for business owners in the UK. Why? Because we’ve had a pretty tumultuous few years from the double whammy that was Covid and Brexit, and the recession that inevitably followed. People have had a taste of working from home for long periods – and many liked it! – and due to the labour shortage, they know that they hold almost all the cards.
So, what can you do as a business owner?
While there are many benefits that you can offer your employees, working from home part of the time is a big one. So, whether you made the switch during the Covid years or not, here’s how to create an effective hybrid working model (or improve an existing one).
1. Define the model before it defines you
A half-baked hybrid model helps no one, so you need to make sure your structure is sound. Will you be a remote-first business, office-centric, fully flexible, or something in between?
Pick the one that suits your business and actually say it out loud. If your setup relies on everyone just “figuring it out,” don’t be shocked when they do, and they all end up doing different things.
2. Be clear, not corporate
No one likes being micromanaged, but being left in the dark is worse. So set clear expectations about where, when, and how people are expected to work. What’s flexible? What’s fixed? If your team’s best guess is “whatever feels right,” you’ve got work to do.
3. Hire for skills, not postcode
One of the biggest perks of a strong hybrid working model is access to a wider talent pool. Meaning, you can stop limiting your hires to those who can make the commute.
If you want to build a strong hybrid team, start looking for the best fit, wherever they are. Just make sure you’ve got the tools and systems to support them properly.
4. Set ground rules for collaboration
If you don’t set some ground rules for communication, chaos creeps in fast, so think about how you want everyone to work. That might mean core hours, regular check-ins, shared calendars, or agreed-upon response times on Slack or Teams.
Whatever it is, make it easy for people to work together without burning out or chasing ghosts. Step one is agreeing on how your team stays in touch.
5. Get your tech in order
Nothing kills productivity faster than a terrible tool. Or worse, twelve of them! Our advice? Your hybrid working model needs a strong tech backbone.
We’re talking project tools that actually work, video calls that don’t feel like séances, and shared files that don’t disappear into the void.
| Need help choosing and setting up the right tech? Get in touch with us at [email protected]. We love our tech, so we’re all about streamlining your processes with the best tools. |
6. Make a sync feel normal
Not everyone is online at the same time anymore, and that’s fine, but it’s vital that everyone can access the same documents and collaborate if needed.
With hybrid working, things can fall through the cracks if you’re not careful, so focus on getting everyone working on the same systems. Use shared boards, clear task ownership, and regular check-ins to keep things ticking without needing an all-hands call for every decision.
7. Make the office somewhere people want to be
If coming into the office feels like stepping into the 90s (minus the decent coffee), don’t expect people to rush back. However, we’re not saying that you need to become like Google and offer slides and baristas either.
To put it simply, equip it properly and make it a nice environment to be in. Update your space if it’s needed and give people all the equipment they need to collaborate in person and connect with remote colleagues.
8. Build culture on purpose
Contrary to what many business owners think, hybrid working doesn’t kill culture; neglect does. Yes, it takes more effort to touch base with employees when they work from home, as you can’t just pop your head into their office space, but it is more than possible.
You will need to create the “watercooler moments” with hybrid working, so schedule in time for team building, check-ins, and non-work chats. Don’t forget to celebrate wins and make sure remote staff feel seen, too. Your culture isn’t where people sit; it’s how they connect.
9. Respect boundaries or risk burnout
Here’s a scary one: hybrid workers are often more likely to burn out than their office-bound peers. Why? Because the line between work and home is now a suggestion, not a rule.
To help your employees set boundaries, practice what you preach. Respect offline time by scheduling emails for work hours and reminding people that rest and self-care are just as important.
10. Review, refine, repeat
The best hybrid working model is the one that works for your team today and tomorrow. So involve them in crafting it! Check in regularly, ask for feedback, and actually tweak what’s not working to show them that their opinion matters.
At the end of the day, they are the ones living it, so take the time to keep reviewing and improving on the system until it works.
Treat hybrid working like a strategy, not a side effect
Whether you were forced to adopt hybrid working during Covid, you were already doing it, or you decided to make the switch after, every hybrid working model can be improved. That’s if you see it for the opportunity that it can be, rather than a side effect of the last few years. As you can see from our top 10 tips above, with the right structure, tools, and mindset, it can be a real asset to your business.
| Need help building a smarter, sharper hybrid setup for your team? Let’s talk. |
