Defining hybrid work solutions where some employees are in a centralized location, some are 100% working remotely, and others are a combination of the two, hybrid work models are used in more than 60% of high-growth companies.  Remote work is not for everyone.  Many younger workers are more likely to want to work in an office as they love the social aspect.  A survey by Stanford University found at least 55% of employees want to spend some time in the office and some time at home.  A hybrid work environment can be the solution for a diverse, inclusive work environment as long as it’s done with forethought.

Due to the many aspects of a hybrid workplace, here are thoughts from two executives:

“I can’t tell you the number of CEOs I talked to who are thinking, ‘I have to solve the diversity challenge in my business, and remote work is one of the key tools… We have to let go of this very office-centric culture and incorporate people who are in a lot of geographies.” –Hayden Brown, CEO of Upwork

“As we’ve moved to virtual work, we haven’t just coped, we’ve actually thrived. We are more focused on the things that have the greatest impact for our customers, associates, and the business. We are making quicker decisions and acting. Meetings are now more inclusive of people regardless of location, level or other differences. We have great momentum and need to figure out how to carry it forward.” – Suresh Kumar, CTO at Walmart

One of the many ways to demonstrate inclusion is in the way managers conduct meetings.  Some practices are specific to remote sessions, and some are excellent practices for any engagement.

1. Have a clear plan to keep teams on track and focused.  Have meetings regularly to get status on projects as well as to build rapport.  Even when they are only for 10 minutes, it’s a touch base that replaces running into people in the break room for a quick chat.
2. Especially in remote situations, it’s essential to have face-to-face interactions.  Just as it is in person, you can react to body language and tone of voice virtually. 
3. Encourage your team members’ points of view. Specific demographics tend to stay quiet, and others are more vocal.  In meetings, the conversation profits from being as broad as the number of people in them.  Draw out those shyer folks as they may have a fresh idea.  Then, consider the array of ideas equally. 
4. Team meetings and one-to-one conversations are equally important.  Spend time getting to know direct reports individually to understand their needs and viewpoints.  These meetings are most effective when they are open, timely, transparent, and frequent.  Build an environment of trust and positive intent. 
5. Share information from upper levels and other departments.  You want honesty and transparency.  Be open about projects that are coming up and give team members equal opportunity to work on different ventures.
6. Find a way to add fun to meetings and interactions.  Icebreakers and emojis done thoughtfully are inviting and can make the team more cohesive.  In between sessions, encourage impromptu conversations to break up the workday.  Some offices use Slack or Tandem for chat channels to recapture social bonding.

Consider giving your team members autonomy in the way they handle projects.  Trust that the project will be delivered on time and within budget and eliminate the need to micromanage. 

Many companies realize the benefits of a hybrid workspace – both financially and via productivity.  Here are a few to consider:

1. Employers can expand their talent pool to those outside their geographic area.  This brings to light more candidates with different backgrounds, cultures, and experiences, which results in new ideas, higher levels of innovation, and greater creativity.
2. Employees are empowered to determine the ideal way to achieve a goal.
3. Without the distractions of others stopping by their office or cubicle, many employees enjoy the quiet time and are more productive.
4. When an employer thrives in a hybrid environment, they can save on commercial building costs.  No longer will each person require a cubicle or office. Those spaces can now be repurposed for additional meeting rooms or work areas when the employee occasionally wants to come into the office.
5. When there are social distancing guidelines, following them is easy.  If someone is more susceptible to illness, they are more likely to feel safer in their home environment.

Many employees realize that they want to remain in a work-from-home situation without the commute and office politics.  When this option is not afforded to them, they can find other companies that offer these benefits.

Whether the pandemic changed the dynamic of your workspace, or you were already adopting that strategy, the hybrid workspace is here to stay.  Historically, companies required everyone to commute to a central office.  Cubicles, offices, and conference rooms were gathering places of ideas, and working lunches were the norm.  There were exceptions, with some working from home one or two days a week or situations where one person worked in a different city, a home office, or a central location.  These early hybrid work situations had their challenges, and provisions were made to handle them. 

Suddenly, most of us were sent home with phones and laptops, and Zoom calls became the norm.  In the event you had never worked outside the office, the struggles you faced were real.  In 2017, I felt this first hand while working on a change management project for an academic client – the IT department was my constant companion!  

Outfitting virtual workers with the equipment needed became an IT department’s challenge.  Developing space at home (especially when our families and children were also on a virtual schedule) had its hiccups.  Eventually, we settled into a routine, and the work still got done, meetings still happened, and some teams even thrived in a remote environment.