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How to Implement a Hybrid Work Policy for 2024 and Beyond

The current and future benefits, challenges, and best practices of implementing a hybrid work policy

Sam O’ Brien
Vice President of Marketing at RealVNC
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In 2023, the evolution of the workplace continues. Today, the hybrid work policy is becoming more than just a trend; it’s a mainstay in our professional lives. Pushback from workers who were recently mandated to return to the office proves that, post-pandemic, flexibility is the currency that top talent values most.

Case in point, a recent PwC survey found that 62% of employees prefer a mix of in-person and remote work. 63% expect their company to offer such an approach in the next 12 months. This demonstrates the growing confidence in this model and its potential for long-term implementation.

But this model is not just a response to recent global events. As we move forward, it’s clear that hybrid models mark a strategic, enduring shift that’s set to redefine how we work. Hybrid set-ups combine the benefits of flexible remote work with in-person, on-site collaboration. As a result, more companies are embracing a hybrid model as they navigate the future of the working world.

However, writing and implementing a successful hybrid work policy requires careful planning. This article will explore the benefits of this model, how to craft and document your approach, and best practices for formalizing and implementing your hybrid work policy.

In This Article


A hybrid employee working from home.

What is a Hybrid Work Policy?

A hybrid work model balances traditional in-office and remote work by allowing employees to work from home for a certain amount of hours or days per week. A hybrid work policy is the HR policy that outlines the parameters and allowances for remote and in-office work at a company with a hybrid work model.

Under a hybrid model, employees typically alternate between coming into the office for team meetings and collaborative projects, and working remotely on individual tasks. The specifics of such an arrangement are customized to fit the organization's needs, the nature of the work, and employees’ preferences. These specific expectations of the hybrid workers, their managers, and the company have to be outlined in the company’s hybrid policy.

The primary aim of a hybrid model is to optimize productivity and job satisfaction by catering to a range of work styles and personal situations. In turn, this leads to an improved work-life balance and employee motivation. But creating a successful hybrid approach is about more than just giving team members the option to work from home sometimes. It's about creating a culture that supports flexibility while meeting business objectives.

Addressing communication, collaboration, and management challenges is part of this process. For instance, equipping teams with the right tools like screen recording, video conferencing, and collaboration tools can help facilitate efficient communication and teamwork, regardless of location.

Benefits of a Hybrid Work Policy vs Fully In-office Culture

A hybrid work model brings several advantages compared to traditional in-office or on-premises work setups. For example:

1. Employee satisfaction and retention: A hybrid model can enhance job satisfaction and retention by fostering trust and enabling flexible work; thereby promoting work-life balance.

2. Productivity: Remote work can boost productivity due to fewer distractions. A hybrid model maintains this benefit while allowing for necessary in-person collaboration.

3. Cost savings: With reduced daily office attendance, companies can cut overhead costs related to workspace, utilities, and resources.

4. Talent pool: A hybrid policy frees companies from geographical hiring restrictions, opening up a broader, potentially more diverse talent pool.

5. Reduced commute stress: Less commuting can decrease workplace stress and enhance well-being, further improving productivity and job satisfaction among employees.

6. Environmental impact: Fewer commuting days also mean less traffic and lower carbon emissions.

 Hybrid employees having an in-person meeting.

Benefits of a Hybrid Work Policy vs Fully Remote Policy

While fully remote work has its perks, a hybrid model introduces additional advantages, addressing some challenges related to completely remote setups. These include:

1. Company culture and team cohesion: Whereas onboarding a remote employee into the culture takes more time and resources, a hybrid model enables regular in-person interactions. This mitigates feelings of isolation and helps preserve company culture and team bonding.

2. Collaboration and communication: Despite the convenience of digital tools, face-to-face interactions often enhance communication and brainstorming that lead to innovation.

3. Balanced flexibility: A hybrid work arrangement offers flexibility while maintaining a clear boundary between work and personal life, addressing the work-life blur typically found in fully remote work.

4. Role and task adaptability: Some jobs requiring specific equipment or hands-on involvement may not be conducive to remote work. The hybrid model accommodates such needs.

5. Employee choice: A hybrid work arrangement empowers employees to choose their ideal work environment, catering to different work styles and preferences.

6. Easier transition: Transitioning from traditional in-office work to fully remote work (or vice versa) can be challenging. A hybrid model provides a gentler adjustment, allowing gradual adaptation that means employees can benefit from both styles.

The hybrid work approach isn’t merely a part-time, work-from-home arrangement, but a holistic approach to creating a flexible, inclusive, and productive work environment. Therefore, companies who adopt a hybrid model should also draw up a dedicated policy to support it.

An HR team holding a discussion about the company’s new hybrid work policy.

Considerations for Creating a Hybrid Work Policy

Creating a hybrid strategy requires careful planning and consideration. It's not just about deciding which days employees must be in the office and when they can work remotely. Before formally implementing a hybrid working model, you’ll need a human resources policy to outline expectations, boundaries, and repercussions if the policy is broken.

A successful hybrid policy must consider various factors to ensure it meets the organization's and employees' needs. Here are some key considerations:

Employee Preferences

Gauge employees' needs through surveys or discussions, as some may prefer more in-office or remote days depending on their work style. Established remote workers may prefer to come into the office only for events and meetings where their physical presence has value. Consider whether setting specific hours, mandatory events, or a set amount of days makes the most sense for your team.

Job Requirements

Assess job roles and tasks. Some roles may be more compatible with remote work, while others may necessitate in-person interaction.

Rules and Systems

Determine how communication and collaboration will be managed in a hybrid environment. This may involve investing in team collaboration tools and establishing clear communication protocols. For example, the company’s hybrid policy should specify acceptable response times for queries sent via Slack message, email, or other forms of internal communication.

Technology and Infrastructure Access

To make a hybrid working model possible, employees must have the tools for practical work in an office and remote settings. Consider what this means in terms of hardware and software requirements. For example, if the company wants a knowledge worker to be mobile, they will need a laptop and an ergonomic workstation at home as well as at the office. The hybrid work policy should cover ownership, expectations regarding care, and maintenance of these items at both work locations.

Training

Offer training on new tools, remote team management, and work-life balance.

Legal Review

Consider the legal aspects of your hybrid policy, such as labor laws, tax implications, insurance, and safety regulations.

Required Productivity

A hybrid policy must describe the hours of productivity and level of employee performance expected from employees when they are in-office and working from home. If productivity is tracked, the policy must outline the means of tracking and surveillance an employee is subject to. Bear in mind that a remote worker may be speaking on the phone or thinking about solutions even though they’re not actively using their computer. For that reason, set KPIs are just as important an indicator of productivity as the activity measured by an employee surveillance tool.

Policy Evaluation and Review 

Set clear metrics to measure the policy's success and ascertain whether or not a hybrid model is effective enough for the company to keep. These can be based on overall productivity, job satisfaction, retention, and cost savings. Regularly review and adjust the policy based on these metrics.

An HR professional writing a hybrid work policy using a hybrid work policy template.

Hybrid Work Policy Template

To make writing your hybrid work policy easier and ensure you’ve covered all the essential components, use this template:

Section 1. Policy Overview

Explain the motivation behind creating the policy.

For example:

At the heart of our Hybrid Work Policy, we aim to create a cohesive work environment that values balance. We understand that our employees have diverse needs and personal circumstances. As such, our intent is to offer a flexible working arrangement that fosters productivity, engagement, and well-being, all while maintaining our core values and objectives.

Section 2: Purpose and Scope

This section should outline the purpose of the hybrid policy, what the company wants to achieve by implementing it, and who it applies to. It should also explain what the company considers to be a success in terms of adopting a hybrid work model.

Our hybrid work policy focuses on flexibility, allowing employees to split their time between working from home and the office. The aim is to offer a perfect blend of remote and in-office work, keeping in mind the requirements of the role, team dependencies, and employee preferences.

If the company has an existing remote work policy, clarify how this policy differs in eligibility and daily operation.

Section 3: Definitions and Terminology

Define what you mean by "hybrid work", "remote work", and "in-office work". Make sure these definitions are clear and easy to understand.

Also, clarify what the policy means when it talks about subjective terms. For example:

Flexibility: The ability to choose between working from the office, home, or a combination of both.

Accountability: Expectation to deliver quality work, irrespective of the work location.

Collaboration: Regular interaction with team members, regardless of their physical location.

Support: Provision of resources and tools necessary for remote work.

Section 4: Eligibility

Not all roles are suited to a remote work arrangement, so specify which roles or departments are eligible for hybrid work, highlighting any exceptions.

You may also want to limit eligibility to individuals in specific roles, levels of seniority, or who have been employed by the company for a minimum tenure. It is also important to clarify whether the hybrid model applies to all employee classifications or only full-time employees.

Section 5: Work Schedule

Detail the expectations of your hybrid team for when and where work will be performed. This could include specific days for in-office work, meetings that they are expected to attend in person, core hours for availability, and flexibility for personal circumstances.

Section 6: Communication

Explain the team management tools and protocols that will be used to ensure effective collaboration and communication in your hybrid workplace.

Outline the expectations of how often hybrid employees should check in on their email, and what a reasonable response time is for internal messages.

Section 6: Performance Expectations

Clarify that the standards for performance are the same regardless of where work is performed. Outline how performance will be measured and evaluated, as well as the job duties that apply while the person is in-office, working remotely, and both.

Section 7: Technology and Equipment

Specify the hardware, software, and any other equipment that the company will provide versus what the employee is responsible for. This could include laptops, video conferencing equipment, and other tools.

Section 8: Training and Support

Detail the essential training and additional support that your company will provide to help employees and managers adapt to the hybrid work model.

Section 9: Health and Safety

Address health and safety considerations for remote work, including ergonomics, mental health support, and guidelines for safe work practices.

Section 10: Policy Review

Indicate that the hybrid model will be reviewed regularly and may be adjusted based on business needs, employee feedback, and other factors.

Your policy should be tailored to your organization's specific needs and circumstances.

A hybrid employee dialing in remotely to attend an in-office meeting.

Dos and Don’ts of Implementing a Hybrid Work Policy

Creating and implementing a hybrid model is a significant step that requires careful planning. Here are some dos and don'ts to guide you through the process:

Dos:

  • Do involve employees: Seek employee input when creating your hybrid set-up. Their feedback can provide valuable insights into what will work best for them and the organization.
  • Do provide clear guidelines: Be clear about what is expected from employees regarding work hours, availability, communication, and performance. This will help avoid confusion and ensure everyone is on the same page.
  • Do invest in the right tools: Ensure your team has the tools to work effectively in a hybrid environment. For example, project management software, communication platforms, and video conferencing tools. You’ll also need solutions that enable effective remote employee recognition and that are tailored to asynchronous work if hybrid workers are allowed to maintain a flexible schedule regarding their working hours.
  • Do offer training: Equip employees and managers with the skills needed for the hybrid model, including tool usage, remote team management, and work-life balance strategies.
  • Do review and adapt: Regularly assess and update the work model in response to feedback, performance data, and evolving business needs.

Don'ts:

  • Don’t standardize your approach: Hybrid work policies should be tailored to individual and team needs. One size doesn't fit all.
  • Don’t limit face-to-face interaction: Despite the perks of remote work, in-person work and real-time interactions are vital for teamwork and collaboration. If a worker spends more time in-office than what is stipulated by their workweek, that’s fine.
  • Don’t forget legal and HR factors: Pay attention to labor laws, tax implications, and health and safety regulations associated with remote work.
  • Don’t forgo company culture: Despite the challenge, fostering a sense of community and shared purpose in a hybrid work setting is crucial.
  • Don’t neglect security: Implement measures to ensure data security, like secure network access, VPN access, and guidelines on handling sensitive information, regardless of the employee's location.

Final Words

The strategic implementation of a hybrid work policy can yield substantial benefits, from enhanced employee satisfaction to accessing a broader talent pool.

However, the journey toward a successful hybrid approach requires meticulous planning, clear communication, and continual management. Tools like team collaboration software are essential for bridging the gap between in-office and remote employees.

In the future, this proven model is poised to leverage future technological advancements to further improve collaboration and productivity.

Emerging technologies, such as advanced collaboration tools, AI-driven project management systems, and immersive virtual reality meetings, could redefine the way we work. These innovations will make hybrid models more efficient, engaging, and inclusive.

As we look towards the future of work, the hybrid policy stands as a resilient and inclusive answer to the evolving needs of the workforce, fostering a transformative work setting for 2023 and beyond.

Sam O’ Brien
Vice President of Marketing at RealVNC
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Sam O’Brien is the Vice President of Marketing for RealVNC, leading providers of secure, reliable remote access solutions. He is a growth marketing expert with a product management and design background. Sam has a passion for innovation, growth, and marketing technology.

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