1. Develop concept
In order to enable successful hybrid working, you need clear rules of the game. How and when do you work and can the individual team members be reached? How is it communicated? How often can or should you work remotely? These are fundamental questions that the team has to deal with. Processes are planned and then implemented based on this plan. For example, it is advisable not to work remotely for new projects in the first few weeks in order to coordinate the first cornerstones together and gain a foothold in the new project.
2. Self-determination of the workplace
Framework conditions were created - in the next step, the employee can now decide for himself how he moves within these possibilities. If it is conducive to his productivity to work in peace at home, then he can focus on it. However, if he prefers the office, then that's fine as well. Each team member has to assess what works best. However, it should be noted that points such as data security, confidentiality and reliability must also be guaranteed.
3. Decision-making authority
There will also be more autonomy in work-related matters. Which decisions can the employee make alone, and where does a vote need to be taken? Trust is the keyword here. The more responsibility I give an employee, the higher their motivation to do a good job. Exchange of information is also essential here. Encourage the employee to make suggestions themselves in order to promote their decision-making authority.
4. Mentoring
Joining a company that has introduced remote work is not always easy, especially for new employees. The mentoring program or buddy principle has proven itself here. The newcomer gets a contact person who has an open ear for all questions, requests or problems. This should then be easily accessible for the new team member. A settling-in period of a few weeks would be recommended here, during which both people work in the office first and then gradually return to their preferred patterns.
5. Internal Networking
The biggest problem with hybrid work is the lack of information sharing. Was the work done on time? Did the colleague call the customer back? Is the employee still available or already after work? The social component is simply missing. Interactions with team members are also often overlooked. Rituals are an antidote here. Lunch together or the classic three o'clock beer are also possible digitally. A little small talk and you're up to date again.
6. Transparent knowledge
You can never get enough information. The more agile the working model, the more important documentation and the retention of knowledge are. Whether this is the current status of the advanced project or what was discussed in the last phone call with the customer - knowledge is key. Rely on tools that make your work easier. Version management for the program code or a CRM for customer management that all employees have access to - if the working model becomes more digital, then your tools must also become digital.
Remote work is increasing. This trend can also be seen in the IDC study "Work Transformation in Germany 2021": The workplace model is becoming more and more hybrid. In order to enable effective hybrid work, however, what is needed above all is a common consensus. The paradox is: the further apart team members are from each other, the closer they have to work together.
