How To Build A Sustainable Hybrid Workspace

When the COVID-19 pandemic broke out in 2020, communities all across the world were filled with dread and uncertainty. Governments enforced stay-at-home orders for their residents due to a dearth of awareness about the virus and its lethal consequences. Employees were also compelled to remain home due to the pandemic, which is arguably the first time in the digital era.   

As a consequence, companies were forced to implement new technologies in order to accommodate a work-from-home (WFH) paradigm. These technologies aided in the improvement of communications, the creation of more efficient workplaces, and the management of staff schedules. Despite a steep learning curve, the majority of today’s enterprises have adapted to the new model. However, as the pandemic subsides and we shift to a post-COVID era, companies are mulling over what the future workplace should look like. And, many companies are choosing the hybrid workspace model. 

If you’re considering creating a hybrid workspace, there are some kinks you’d want to work out first. In this article, we’ll discuss how you can effectively build a sustainable hybrid workspace, however, let’s get a better understanding of what a hybrid workspace is. 

What Is A Hybrid Workspace Model?

A hybrid workspace concept incorporates both remote and on-site workstations. It applies to both workers who work from home and those who work in the office. Depending on the sector, hybrid models differ. 

Employers may use the hybrid workspace model in the same way that retailers can use the omnichannel commerce method, where the real and digital worlds overlap. Employees may undertake everyday operations both in the workplace and at home. Every firm must build a distinct vision for their hybrid workspace model, although many depend on research completed during the pandemic to determine which resources and tools aid in the creation of the most successful hybrid workspace model.

Best Practices for Building a Successful Hybrid Workspace 

It is critical to have the necessary tools and infrastructure in place to make the hybrid model operate. However, deeper cultural changes are also required to ensure its long-term viability. We’ve compiled a list of excellent practices to keep in mind while you cultivate a hybrid culture. 

Get Rid of Remote Work Biases 

Creating a remote-first culture is a great approach to create an equal, hybrid workforce. Why? Because those who opt to work from home have historically found it difficult to be considered seriously. 

For years, managers have treated and rewarded remote and in-office staff differently. Despite a dearth of proof showing on-site workers perform better, company executives prefer to grade in-office staff higher than their WFH colleagues. They are often awarded larger salary increases and more frequent promotions, which might put pressure on those who work from home to show up to work more frequently, even if they don’t want to. Worse, they may get disillusioned and decide to quit. 

The most effective strategy to eliminate remote work biases is to teach your senior leadership to concentrate on results rather than individual acts. Better still, encourage your managers to phone in meetings from their home office or kitchen on a regular basis. This demonstrates to the team that remote work is something that the management supports.

Create a Digital Headquarters 

Creating a digital headquarters is one of the finest ways to express support for the remote-first strategy. This digital headquarters should be more than simply a collection of tools; it should be a secure area where everyone, regardless of location, can participate. It also serves as a repository for internal papers and technical assistance for your team. 

However, your digital headquarters can only remain front and centre if you limit the work and conversations that take place outside of it. You’ll see how smooth a hybrid work culture can be if everyone is on the same page (or platform). 

That being said, your digital headquarters must go outside the workplace. As a result, you’ll need to put a lot of time and work into organising your digital team-building events. Refrain from promoting in-person team-building activities as the preferred alternative, since this may dissuade distant employees from attending. To build a stronger feeling of belonging, treat online activities the same as you would in-person ones. 

Utilize Cloud Computing Technology 

Cloud computing technology, often known as cloud-based technology, refers to a company’s capacity to store and retrieve data and programmes through the internet rather than on a hard drive. Today’s most popular example is the Cloud. Because the data is kept in the cloud, you may have noticed that you can view your images from any device as long as you are a registered user. 

This notion is now applicable to all computer operations. Traditionally, corporations have kept hard drives in their offices, which are regarded as the centre for computer material. Today, however, this material may be housed in the cloud through the internet, enabling workers to access the data from anywhere. 

This is a necessary component of a mixed workplace approach. An employee must be able to transition from working at the office to working from home while maintaining access to the key data required to do their tasks.

Opening Communications in a Hybrid Workspace

Workers in different time zones and on different schedules will react at various periods during the day. This might lead to disjointed interactions in which essential topics are missed. Encourage your team to write comprehensive replies and allow other team members time to read and evaluate the conversations. Notes should also be encouraged. Ascertain that team meetings are recorded and that each team member is aware of how to access these recordings. They’ll be kept informed if someone skips an essential meeting. 

In these conditions, concept equity and improved empathy are particularly beneficial. People who are used to in-person interactions may overlook small social indicators that aren’t there in written communications. Encourage team members to listen and seek for clarification to ensure that written interactions are correctly understood. 

Similarly, discourse channels should be well defined. Workers who understand which channels are for which aspects of communication will avoid clogging the incorrect channel with useless information. More significantly, informal contact should be fostered in a hybrid workspace to foster the type of spontaneity and innovative thinking that would ordinarily occur in an all-office situation. The more your system encourages such collaboration, and the more your staff is encouraged to use it, the more frictionless your hybrid workspace will be.

Conclusion 

Navigating the introduction of a new workplace paradigm is difficult, but as the pandemic has demonstrated, a hybrid approach works. Companies are using hybrid workspace solutions to increase employee flexibility, improve performance, and maximise revenues. So, if you’re planning to create a seamless hybrid workspace, contact our expert at Accops for assistance.