4 Hybrid Workplace Challenges — and How to Overcome Them

From Microsoft to Ford, companies across the globe have made the switch to hybrid models over the last two years. But as popular as hybrid working has become, it’s important to carefully consider the unique challenges posed by this approach to work and to develop strategies to deliver the best experience possible for employees.

Fresh ways of working

While some businesses are shifting back to full-time office-based work, many have accepted the fact that the majority of employees – 83% according to Accenture – prefer a hybrid model. People became accustomed to working remotely over the Covid-19 pandemic, and organisations must flex to accommodate new needs.

But hybrid working is more complex than simply giving employees a choice over whether they work from home or come into the office.

There are factors that require careful consideration. These include not only physical challenges, such as hot desk booking policies and making people feel comfortable when working in the office – but also intangible issues, such as managing collaborative working and communication.

Looking at hybrid working through a holistic lens is essential in ensuring it serves everyone. But what are the key challenges you can expect to face as you strive towards an efficient new way of operating, and how can you overcome them?

It’s hard to replace the organic connection that employees have when they’re sharing the same space.

Key hybrid working challenges

1. Nurturing culture

A 2021 study found that 29% of employees believe team spirit and working relationships have suffered from working remotely. This highlights an urgent need to proactively reinstate a sense of organisational culture.

When it comes to implementing a successful hybrid framework, culture is an integral part of the foundation. Take the time to understand what currently motivates your employees; the things they enjoy both collectively and as individuals, and any ideas they have for ensuring hybrid working is a success for your business. This not only makes them feel valued, but could also provide valuable insight into how to nurture culture going forward.

Additionally, consider how you can leverage inclusive employee benefits to maintain culture – from social gatherings centred around in-person interactions, to wellbeing boxes that are delivered to people at home.

2. Clear communication

Recent research from McKinsey suggests that employees who lack clarity about the future vision for a business are almost three times as likely to report moderate to high levels of burnout symptoms.

Hybrid working models allow for casual conversations at the water-cooler or during shared lunchbreaks. But when it comes to business information – for instance, detail on new working arrangements – it is important to clearly communicate the message to the whole team, wherever they are.

To keep everyone in the loop, try scheduling regular all-team meetings which focus specifically on the business’s operations and plans, and always ensure both office- and home-based employees can attend.

Leaders should also consider reaching out to individual employees for catch-ups that aren’t devoted to ongoing work, or necessarily work-related at all. This allows various kinds of successful communication, however formal or informal, to be maintained.

3. Maintaining productivity

Companies – even those who were fully remote throughout the pandemic – are acknowledge the need for in-person connection. The majority of high-revenue-growth companies (63%, according to Accenture) have enabled ‘productivity anywhere’ workforce models, by which employees have the option of working remotely or onsite. This has the potential to reap financial benefits and enable more social interaction.

But when implementing a hybrid model, how can you ensure that the novelty of attending the office doesn’t lead to lowered productivity?

One way of avoiding this could be to put the ball in the employees’ court. For instance, if you request that staff attend the workspace at least twice a week, allow them to choose which days they come in. This will not only convenience them, but could also help stagger office attendance. 

Providing people with choice over when they attend the office can help to maintain productivity.

4. Equal opportunities

A WorkNest report found that only 52% of employees are confident that office-based and home-based workers receive fair, even treatment when it comes to hybrid working arrangements.

Obviously, employees who are more inclined or more able to attend the office should not be favoured over those who are remote. But this doesn’t just boil down to pay rises and promotions. It’s also about providing everyone with equal opportunity to have their voices heard.

Consider how your flexible workspace could be more conducive to inclusion. For example, invest in meeting rooms with high-tech conferencing systems that enable quality calls with remote employees, and bring them into important discussions whenever possible. 

Crucially, business leaders need to ensure they’re listening to their employees when structuring a hybrid working model. In addition, the right shared workspace in terms of size, facilities and location will play an instrumental role in ensuring the success of this new way of working. Whenever you’re ready, Knight Frank is here to help you find your ideal flexible office space.