How To Implement a Hybrid Working Policy

If you don’t currently offer a hybrid working policy, you may miss out on attracting and retaining talent within your business. But, it can be easier said than done. Our employee engagement experts are here to help! In this guide, we take you through creating the perfect hybrid working policy in just 6 simple steps.

Implement a hybrid working policy in just six steps:

1. Gather feedback from your team on their ideal working situation
2. Decide which hybrid working strategy is best for you
3. Implement appropriate employee engagement tools
4. Create the relevant policies and procedures
5. Ensure employees have the right equipment for remote working
6. Launch – but don’t forget to tweak and refine as needed!

Read on for simple, step-by-step instructions on implementing a hybrid working policy, plus guidance on what tools and technologies you’ll need in place to ensure successful implementation.

How To Implement a Hybrid Working Policy in 6 Easy Steps

Implementing a new working policy isn’t a quick task. In fact, it often takes months of planning and preparing to ensure the new scheme is successful for both you, the business, and your employees. To make it as seamless as possible, we’ve broken the process of implementing a hybrid working policy into six simple steps:

1. Speak To Your Team / Ask For Feedback

Before you make any big changes to the way your staff work, get your ear to the ground and listen to what your employees want. You must understand their needs and preferences to ensure that the hybrid working model you choose works for the majority (if not everyone!). To do this, we’d recommend creating a feedback form that is sent out company-wide. Ensure it is anonymous, in order to avoid biases and get more accurate feedback. Consider asking things like:

• Do you have a suitable home workspace? (e.g., desk, chair, reliable Wi-Fi)
• What additional support or equipment would improve your work-from-home setup?
• What do you enjoy most about your current work arrangements?
• What challenges do you face with your current work setup?
• If given the choice, how many days would you prefer to work from home?
• Do you feel more productive in the office or at home? Why?
• What are the biggest challenges of remote working for you?
• How important is in-person interaction for your role and job satisfaction?

This simple first step will give you an inside look at what is going on in your organisation and what you can do to improve it.

2. Decide Which Hybrid Working Model is Best For You

Based on your survey feedback, you now need to choose which of the hybrid working models is best for you (yes, there are more than one!). Considering your business needs, your employee needs, and the feedback gathered from your survey, choose one of the following models to adopt:

• Remote First – Working remotely is the default for most employees, with office space available for those who need it. Some companies take this further by eliminating offices entirely in favour of remote or co-working setups.
• Set Occasional Office Days – Employees split their time between home and the office, typically with set in-office days for collaboration. Some companies require specific office days, while others allow complete flexibility in choosing when to attend.
• Office-First, Remote Allowed – the office remains the default for staff, with remote work granted upon request with prior approval. While this maintains a traditional structure, it can lead to challenges like limited flexibility.

For more information on each of the models mentioned above, and the benefits of each, check out our helpful guide: What is Hybrid Working & How Does it Work?

3. Implement Appropriate Tools & Technologies

For hybrid work to succeed, employees need the right tech and processes to stay connected, productive, and engaged. Before investing in new systems, assess what’s already in place. Are employees using existing tools effectively? Do they know where to find them? For easier adoption, consider integrating everything into a single, intuitive system, such as an employee engagement platform. 

This is where Huler comes in. With our powerful software, your hybrid employees can keep projects and communications in one place, whilst accessing all of your organisation’s tools, documents, systems and news from one simple, engaging platform. Book a demo with our team today.

4. Set Clear Expectations & Policies

It’s important to set out clear expectations for each staff member ahead of your hybrid working commencing. We’d recommend not only creating the following policy documents, but sending them out beforehand and encouraging employees to ask any questions if needed. This will help set clear expectations across the whole team:

• Work schedules/flexi-time policy – Which days are office-based vs. remote? Is there flexibility? Do you need to let line managers know about from-home days in advance?
• Communication protocols – How and when should employees check in with their teams? How will meetings work if some employees are remote, and some are in the office?
• Performance tracking policy – How will success be measured in a hybrid setting? Do employees need to complete progression roadmaps, or log time on a project management software?
• Office usage – Are desks reserved or first-come, first-served? Does at least 1-2 employees need to be in the office at all times? Are there set days that people must work from home or be in the office?

Once you have created the relevant policies, ensure they are easily accessible for all of your team members. You might want to add them to a company intranet or link them in a Google Drive folder, for example. Ensure you review the documents every few months for relevance. 

5. Launch! 🚀

Ensure your employees have everything they need to thrive in a remote or hybrid work setup – whether it’s additional monitors, ergonomic desks, office chairs, or other essential equipment. Once everything is in place, it’s time to roll out your new hybrid working policy!

This is a major perk for both current and future employees, so be sure to promote it across your company’s social media, email campaigns, and job listings. Highlighting your flexible work options will help attract top talent and reinforce a positive company culture!

6. Regularly Review & Adapt

You won’t get things right straight away. Once your hybrid working strategy has launched, don’t forget to gather feedback from managers and employees on a regular basis. This could be in the form of a quick chat over coffee, or another anonymous survey. Be prepared to adjust your hybrid working method based on employee feedback and your evolving business needs.

Hybrid Working Solutions From Huler – Book Your Software Demo

Check out HulerHub, our pioneering hybrid working platform to improve remote employee engagement.  To get started, book a demo with a member of our team. Alternatively, contact us to find out more about what we do, how we do it and what we can do for you!