Many of the companies that I have spoken to over the past few weeks or so have started to roll out their new working arrangements. The phrase ‘hybrid’ has come up most often with companies opting to provide flexibility to their workers with a mix of from home and in the office or a choice of one. For me this will strike a great balance of the advantages of working from home and the ability to collaborate and be social with colleagues. From a recruitment perspective it may allow employers to widen their net of prospective employees as the commutable radius from the office no longer applies.

There are a few actions that can be taken to maximise the effectiveness of a hybrid working team:

Emphasise inclusion: Conduct all meetings via video. A meeting where some workers are in person and some via video can create some inequalities. Those that are in the same space can observe non-verbal communication. The video ensures that everyone is on the same level.

Support asynchronous work – record all meetings so that team members have access to the information. Proactively align each team member to different projects, cross-functional teams and initiatives to maximise visibility of your team members.

Support your teams social needs – The hybrid working environment needs to strike a balance between social and transactional interactions. This is a big challenge, as its difficult to re-create that social interaction in the kitchen or break out zone in the office. Allow and create time in the calendar for informal connections. Schedule in-person social events and activities.

Leading a team and creating a high performance environment requires that each team member experience is the same irrespective of whether they are in the office five days, two days or no days each week. There are so many benefits for the employee and employer to a hybrid working arrangement and with a few changes we can all reap the rewards.