How to create a workplace that prioritizes inclusion and equity
Here are some ways leaders can create a positive hybrid work culture that provides employees with the flexibility and tools they need to thrive.
As restrictions lift and companies begin to reopen their offices, many are turning to hybrid work as a tactical solution to satisfy the needs of employees who do not wish to return to the office full time. Hybrid workplaces have their advantages, but they are far from perfect (or easy to operate). It is critical that these companies set clear expectations to avoid ambiguity and foster an equal playing field for all employees, regardless of where the employees work.
While the term “hybrid work” can hold various definitions, many hybrid companies will be office-based with the option to work remotely. This can harm the equitable distribution of opportunities for remote workers and limit productivity for teams. Left unchecked, hybrid workplaces often make remote workers feel like the “B team,” leading to strife and division. HR leaders must approach hybrid work with a remote-first mindset that prioritizes inclusion and equity for all employees, not just those working in offices.
Related: Switching from ‘remote’ to ‘hybrid’ work: Microsoft looks at creating the best of both worlds
Remote-first does not mean becoming an all-remote company, though. Calling a company “remote-first” simply means that company designs processes that are always inclusive of remote workers.
Here are some tactics leaders can implement to create a positive hybrid work culture that provides employees with the flexibility and tools they need to thrive.
Set explicit documentation and communication practices
Effective communication and documentation practices are the foundation of successful hybrid work. Without established processes around how to communicate with other team members and document progress, there is a higher risk of disrupting workflows, miscommunicating, and missing deadlines, which can ultimately impede business operations.
Especially with distributed teams, it’s important to prevent scattered and unclear processes. Leaders should host meetings that are inclusive of multiple time zones and document team updates and conversations in shared spaces. Notion, public Slack channels, and Google Drive are all good options to keep teams aligned.
Use asynchronous workflows for flexible hours
Having physical offices does not mean that all employees need to work during typical office hours. To be more considerate and inclusive of all kinds of life and work styles, business leaders should adopt a policy of flexible hours, allowing employees to designate the beginning and end of their work days and control their own schedules.
Asynchronous workflows remove the immediate requirement that all workers be present, allowing projects and tasks to move forward without bottlenecks. Try recording Loom videos for people to watch on their own time instead of asking everyone to attend endless meetings. Work asynchronously in shared documents whenever possible. Keep information public to make it easy for people working at different times to stay in the know.
Provide a stipend for coworking spaces
Depending on the needs of the business, some hybrid workplaces can take a remote-first approach by removing the expectation that employees be present at the office at all. Supplementing the traditional office with a coworking space where remote employees can collaborate as needed can be a cost-effective option. Businesses can also provide a stipend to employees to rent third-party spaces themselves as they see fit.
The important thing to note is that remote work does not just mean working from home. In theory, remote workers can work from anywhere: a cafe, the library, or while traveling around the world. The only limits of remote work are the archaic processes and time constraints preventing employees from bringing their best selves to the digital office.
To succeed with a hybrid model in the long term, companies must build out workplace policies with remote-first practices top of mind. Ensuring that all workers feel valued and supported in their roles will ultimately lead to increased employee engagement and have a lasting impact on employee satisfaction and tenure.
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