10 Steps for Hybrid Work Model Policy (II)
Demand for flexibility at work is clearly demonstrated in movements such as “The Great Resignation.” It surely does hurt companies, at the same time it also gives a chance to stand out and shine – companies should take a proactive approach in answering the call for flexibility, and creating a hybrid work model policy is the first step.
In the previous blog we’ve talked about the ground work in creating a hybrid work model policy. We will now discuss how to complete the policy with execution.
6. Develop clear policies and procedures
Develop a clear hybrid work model policy and procedures that enable staff to transition to a hybrid working setup smoothly. In writing such a policy, ensure the following has spelt out clearly:
- The hybrid work schedule, who needs to be in office and who can work outside the office
- Communication channels and where employees can find the latest information
- Report to work handling, if there is any
- Approval process if employee need to deviate from the policy
7. Consult legal and insurance experts when finalising the policy
A change to the new hybrid work setup might also change the legal implications, as it made a formal change in the terms and conditions of employment. Consult the insurance company on how WFH arrangement will affect existing policies, and take into account how the employment law might impact both employees and companies.
This section may include putting employees’ home addresses as their office address. They may also need to bring up the changes with their landlord, mortgage provider, or home insurer. To roll things out smoothly, the company can prepare an information kit on standard FAQs and provide a contact if employees want to seek advice.
Employers may also be able to get tax benefits if their employees work from home.
8. Setting up a communication tool or methods tailored to a hybrid work approach
The company should assess whether the current corporate communication tools are enough to support hybrid work across different locations, for example if files are uploaded to cloud server, whether there is a need to upgrade current infrastructure, or subscription plan to allow more number of attendees to join meetings, event online. The policy should then identify the best communication tool to use and enforce it for unity and ease tracking. While a corporate wise policy should be in place, it is best to let the team decide how often they need to meet, and put best practices of hybrid work as an appendix for the team to start with ease.
9. Incorporating training, learning, and growth into the hybrid work model
Despite how employees effectively adapt to the hybrid work model policy, it doesn’t change the fact that it is still new. There may still be employees trying to catch up with how the office works online. One solution could be to provide on demand training and briefing materials for employees. It could be an e-learning depositionery where they can log in and learn anytime. You could also add skills training, especially on virtual communication, and team cooperation in the online world.
Other skill learning platforms are Udemy courses, LinkedIn learning, or even Google online courses on mastering google suite, virtual leadership and best zoom practices, just to name a few. Lastly, the training should include learning about cybersecurity on basic security measures in the virtual world.
10. Conduct a regular review of the policy and invite feedback
It is not a once and for all exercise. A hybrid work policy that works should be based on constant learning and review. Conducting a regular revisit of the procedure and inviting feedback from the employees is crucial to long-term success. The feedback will also provide insight to whether the employees are having the right skill sets, mentality and tools to succeed.
Also read: The Next Big Thing About Remote Working
While companies have their own agenda, value and operation norms. The ten steps discussed in this two-part article are an excellent starting point to work on your hybrid work model policy.
What is the expectation of the company to go hybrid?
During hybrid work, employers will also need to put trust in the team to manage their work with the same quality regardless of where they work from. Employers are expected to provide a safe and productive environment when going hybrid. It comes to having the right policies, providing the best software and hardware support, and having the best practices for the company in place to keep disturbances to a minimum while staff enjoy the benefit of flexible working.
About Deskimo (YCS21)
Empowering the paradigm shift in hybrid work is at the heart of Deskimo’s mission. The company helps businesses and teams transform their workplace policies to become more productive, collaborative, and cost-effective. With operations in Singapore, Hong Kong, and Indonesia, Deskimo provides integrated workplace solutions – Coworking Space Marketplace and Workplace Management System (WMS) to help management and team leaders boost team productivity (5 annual days per employee), improve employee engagement (by 7 times), and cut office costs (by 20 percent).