Hybrid work policies and guidelines: how to create and enforce them

Learn how to implement a crystalline hybrid work policy to avoid confusion and maximize collaboration.

During the pandemic, the culture of smart working gave to employees new working tools.

These tools have caused many employees to wonder why they can't have it all: control over their schedules, shorter commutes, and time for personal needs.

And really, why shouldn't they?

This is where hybrid work comes in - it gives employees more control over their schedules and allows employers to manage their office space cost-effectively.

But since hybrid work is flexible, you'll want to implement a clear and precise hybrid work policy to avoid confusion and maximize collaboration.

Below we tell you how to design a hybrid work strategy that works for everyone.

What is a hybrid work policy?

A hybrid work policy outlines where, how, and when employees should work remotely and in person.

It seems obvious, but when you work with different people, who have different roles and have specific needs, confusion is just around the corner.

Outlining clear communication is essential when designing and implementing guidelines for hybrid work.

Your policy should outline the expectations and responsibilities of all employees and define a set of guidelines to follow.

In addition, it should also be designed with input from employees, so that everyone's needs are taken into account. Collect as much feedback as possible: the more information you have, the fewer nasty surprises there will be.

Who should oversee your company's hybrid work policy?

While your policy must reflect the wishes of your employees, for it to be applied correctly, someone must be responsible for its oversight.

In this case, the choice should fall on the team leaders: managers have an updated and precise view of how their teams operate and what their employees' preferences are.

What should a hybrid work policy include?

As we said, your hybrid work policy should answer any questions and communicate the work guidelines.

Below you can find a checklist for hybrid work regulations:

  • Why is your business going hybrid? For employees to follow a new hybrid work policy, they need to understand why you're putting it in place to get started. Make sure you have a clear answer. If you have developed the policy in collaboration with your employees, this part should already be out of date.
  • Who is eligible? Are all employees capable of working with a hybrid schedule, or is it just for employees who meet some criteria? And, if a criterion is required, what is it? What is it based on? Make sure you make this clear so employees know if they are eligible right away, at any time.
  • When can employees be in attendance? Outline a clear schedule of when employees can work remotely and when in the office.
  • What are the expectations? What is expected of employees when they work remotely instead of in the office? Since you are adopting a more flexible schedule, the hours you might expect from employees may change. For example, you can set main time slots, during which employees should be available for meetings or ensure availability.
  • How can employees find out more? Post the policy on your internal website or intranet with links to resources. Don't forget to keep organizing times when people can ask the HR team for more information.

How to circulate hybrid work policies and guidelines

Your employees must understand and accept your policies before you put them into practice.

Remember to communicate clearly and as long as there is a need: think that people need to listen to messages at least seven times before actually processing them.

Send e-mails preceding the launch of the policy, present it at meetings of the whole company and the team, publish it on corporate communication channels and organize meetings with human resources to improve everything.

Do you have experience with hybrid work policies? Tell us about it!