In recent months, corporations like Amazon have reignited debates over remote versus in-office work by mandating a full-time return to the office. Yet, most American workers continue to favor hybrid work models over fully remote or in-person setups. Our own research surveying over 300 New Orleanians for the Where Are the Workers project also found that most workers are seeking the flexibility that hybrid environments provide.
At Trepwise, we not only use a hybrid model ourselves but also work with numerous hybrid clients. Hybrid environments can introduce unique challenges—like fostering collaboration and maintaining equitable participation—but they also offer opportunities to reimagine how work gets done and to boost employee satisfaction.
Here are some planning strategies you can leverage to integrate hybrid work seamlessly into your organizational culture and operations.
1. Assess the Needs of Your Team
Begin by assessing the nature of your work and determining the best environments for specific tasks. For example, deep focus work may be better supported remotely, while brainstorming and creative collaboration thrive in person. Misaligned setups—like commuting to the office just to join Zoom meetings—can undermine morale and productivity.
Use strategic planning cycles to design your hybrid environment with intention. Consider questions like:
- When should teams meet in person, and for what purposes?
- What virtual tools are essential for collaboration?
- How can disparities in access between remote and in-office employees be addressed?
2. Build Flexibility into Calendars
Hybrid work thrives on flexibility, but it requires structure. Define clear expectations around in-office priorities, such as establishing core collaboration days for in-person or synchronous work. Consider seasonal variations when scheduling in-person activities, such as bringing everyone together during slower periods to minimize disruption in productivity. This balance provides predictability while preserving flexibility, giving employees clarity about when collaboration is prioritized.
3. Prioritize In-Person Engagements
Make in-person gatherings purposeful. Rather than defaulting to office work for daily tasks, save face-to-face time for activities that benefit most from collaboration and trust-building. When crafting your organization’s annual plan, proactively identify where in-person engagements should be scheduled. For example, quarterly in-person gatherings can align with key organization milestones like program launches, volunteer days, or strategy sessions.
These touchpoints foster cohesion, reinforce organizational values, and ensure hybrid plans enhance productivity and engagement. Examples include:
- Retreats and team-building events: Strengthen relationships and reinforce organizational values.
- Workshops and brainstorming sessions: Tackle complex, creative projects together.
- Celebrations and milestones: Recognize achievements to foster unity and shared purpose.
4. Leverage Technology
Technology underpins hybrid work. Tools like Slack, Zoom, Miro and Asana can facilitate transparent communication around project timelines, support asynchronous brainstorming with virtual whiteboards, and enable collaboration across time zones.
Equitable access to such technology is crucial. Consider offering stipends for home office setups, high-speed internet, or other essentials to level the playing field for remote employees.
5. Embed Equity and Inclusivity into your Hybrid Planning
A strong hybrid culture ensures all employees feel valued. Address potential inequities by:
- Rotating facilitators to ensure balanced participation in meetings.
- Offering travel support for remote employees to attend key gatherings.
- Recognizing challenges like caregiving responsibilities or differing time zones.
Junior employees, in particular, may struggle to build relationships in a hybrid setup. Encourage managers to schedule regular one-on-one check-ins or virtual office hours to ensure all employees receive equitable support and mentorship.
6. Incorporate Feedback Loops
Hybrid strategies should evolve with your team’s needs. Use surveys, team discussions, and check-ins to gather input on what’s working and what isn’t. For instance, if employees feel hybrid schedules are unbalanced, consider redistributing in-person time to focus on high-impact activities rather than routine tasks. Feedback ensures your hybrid model stays dynamic, adapting to your organization’s goals and workforce preferences.
Partnering with Trepwise for Hybrid Success
At Trepwise, we’ve seen how intentional planning transforms hybrid workplaces into thriving organizations. Whether you’re developing a strategic plan or refining your workplace culture, we can help design a hybrid model that supports your team’s success. Contact us today to get started in creating a hybrid team that is both effective and inspiring!
