10 best practices for a successful transition to a hybrid organization with teleworking
The world is changing fast, and the transition to a hybrid organization with telecommuting involves some crucial adjustments. Here are a few best practices for successful operation.
1. Inform and communicate internally with teams
Effective communication is fundamental to the transition to hybrid work organization and teleworking. Here's how to ensure a successful transition:
Encourage transparent and regular communication
Transparent communication creates a climate of trust, where employees feel comfortable sharing their concerns and ideas about the new hybrid organization that is coming into being. The use of universally accessible communication channels, such as e-mail, virtual meetings, instant messaging platforms or corporate intranets, to regularly disseminate news, is essential in a hybrid and telecommuting organization.
Promote regular meetings to maintain social ties
Regular meetings, whether virtual or face-to-face, are vital for maintaining social ties and reinforcing the sense of belonging to the team and the company. As well as face-to-face meetings to discuss aspects of teleworking organization, it's also important to organize informal, convivial get-togethers with team-building-type activities to foster social exchanges and encourage discussions on non-professional topics.
2. Consult staff on teleworking days
Before implementing a telecommuting policy, it is advisable to consult staff and the Works Council on the hybrid organization and telecommuting framework, to understand their collective preferences and needs.
Define flexible working hours and days
Flexibility of days and hours is a benefit of the hybrid system. After gathering employee opinions, manage teleworking days in a telework management application.
Encourage collaboration to establish effective telework schedules
Collaboration between team members is essential to develop telecommuting schedules that work for everyone. It's a virtuous circle. If face-to-face and teleworking days are well coordinated, collaboration is fruitful. The aim is to strike a balance, because the benefits of face-to-face working do not replace those of teleworking, and vice versa. This is what hybrid organization is all about.
3. Adopt performance management policies for hybrid mode applications
The choice of a hybrid model implies adaptation, with a number of HR rules and policies adapted to hybrid working. This framework enables effective evaluation. Here's how to develop this practice:
Measure the impact of a hybrid policy and optimize workspaces
You can set up indicators to measure the effectiveness of the hybrid system, for example, by regularly analyzing the satisfaction rate with workspaces or telecommuting communication tools. To achieve this, you can optimize workspaces by using a workstation reservation application to guarantee a reserved space for each employee, calculate workspace occupancy rates and identify teams' preferred telecommuting days.
Adapting management objectives to hybrid work and teleworking
Once the analysis has been carried out and the IT applications in place, it's easier to define clear, measurable objectives for employees. For hybrid workstations, for example, you can measure remote productivity and virtual collaboration. If some employees are not eligible for teleworking, choose another monitoring method.
4. Offer technical support and teleworking assistance
Telecommuting can present technical challenges for employees. One solution is to set up a dedicated department to provide technical support to telecommuting staff, or to offer comprehensive training in the use of applications and platforms required for remote working, such as videoconferencing applications, online collaboration, and IT security methods.
5. Fostering an inclusive and egalitarian hybrid environment
Prioritize the organization of awareness-raising and training sessions on the importance of including people with disabilities in the hybrid workplace. These sessions could include workshops on raising awareness of the specific needs of people with disabilities, and on creating an environment accessible to all, not to be overlooked in the project.
6. Facilitate access to remote resources and information
To be effective, it's important to provide applications that can be accessed by all teams, whether on site or telecommuting. These applications can include cloud storage for shared documents and files, instant communication platforms for chatting, and project management applications for tracking progress and collaborating on tasks when telecommuting.
7. Set objectives, deadlines and meetings to maintain work rhythm
One of the key tips for achieving this is to put in place clear SMART (specific, measurable, achievable, realistic and time-defined) objectives, precise realistic deadlines for projects to maintain effective momentum, and regular meetings. These elements provide a structured framework to help you stay focused. A hybrid work management and telecommuting application makes it easy to track useful statistics.
8. Create rest areas and social zones
Well-designed rest areas offer employees the opportunity to recharge their batteries during breaks. These spaces provide a peaceful haven where employees can relax, meditate or simply take a temporary break from their workstations, promoting the physical and mental recuperation needed to maintain high levels of performance.
9. Define a common face-to-face day for the whole team
Organizing a special day for all members to meet face-to-face at the office provides a valuable opportunity to strengthen social and professional ties.
10. Adopt a simple workspace reservation tool
A reservation tool is an application designed to take into account new ways of organizing hybrid and telecommuting work. Features such as remote booking and real-time availability of available workstations make it easy to plan attendance according to the presence of colleagues, for example, or the choice of office location by other team members on the same project.
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