9 Hybrid Work Challenges and Strategies to Overcome Them

While many companies are embracing fully remote work and all of its benefits, some businesses are still hesitant and instead have opted for a hybrid blend of working in the office and working remotely. In this guest post, Karli Jaenike, founder of Wild Idea, warns of potential risks that a hybrid work model can pose for organizations and shares strategies for fixing hybrid work challenges.

Many employees wish to continue remote work post-pandemic, whereas many companies wish to have their employees back in the offices full-time. As COVID-19 loosens its grip on the world, debates around remote work vs. office work have become a hot topic, and in some companies, hybrid work has become the compromise.

Remote work, on the one hand, is undeniably beneficial for both, allowing employees to cut their commuting costs and companies to save on office space and the overhead that goes along with it. On the other hand, it often happens that not all departments can work remotely, for example, due to the collaborative nature of certain tasks. For whatever reason, some businesses can’t have the whole staff working from home. These challenges force companies to look for alternatives to 100% remote work.

Slack surveyed 9000 employees in six countries and found that 72% preferred a hybrid work environment as a middle ground. There are plenty of reasons why many remote workers may have to give in to the hybrid work setup. However, there are some common hybrid work challenges that many will face. Here’s how companies can make the transition easier for their remote teams. 

1. Challenges in Communication

Miscommunication can be a significant hurdle in hybrid work environments. Remote workers are naturally comfortable communicating from behind a screen, but their in-office coworkers and managers may prefer attending meetings physically. As a result, a communication gap may occur when companies try to meet each group’s communication preferences. 

According to IGLOO, almost 60% of remote workers have missed out on essential work instructions. Miscommunication in hybrid work setups can aggravate this situation.

Solution

Companies can ensure the presence of virtual and in-office teams when relaying essential information related to a project. They can set specific days and times for regular team meetings with both remote and in-office employees in attendance. 

To further prevent any loss of information or miscommunication, managers can make it standard procedure to email all essential instructions to relevant personnel. Similarly, all discussions should occur in group chats where everyone can follow the thread and not miss a chance to chime in.

2. Fewer Close Working Relationships

According to Gallup, people who have their best buddies at work are seven times more engaged with their jobs than those who don’t have such relationships. Relationship building can be challenging in a hybrid workspace where employees can enjoy flexible working hours and choice of workplace. If not prioritized, an aftereffect could be poor organizational culture and dwindling creativity due to a lack of camaraderie.

Solution

Even in traditional or fully remote settings, group retreats can be great tools for team building beyond work. These retreats can foster creativity and nurture healthy employee bonds. The importance of these sorts of getaways increases many-fold in hybrid work settings. 

The in-person presence allows colleagues to get to know each other beyond work. They can interact in a more leisurely setting and get a glimpse of the personalities and temperaments of their teammates. Understanding their colleagues better allows them to see them differently. For example, a person may seem rude in text messages, but during the interaction, team members may realize, “Oh, they weren’t being rude; they are just direct.”

3. Managing the Cost of the Office Space

Hybrid companies intend to balance the time employees spent in-office and remote. Since many hybrid employees work from the office at least a few days a week, companies cannot wholly forsake their office space. They need it for holding meetings and meeting clients. However, the cost may not feel justifiable with fewer staff members working from the office at any time.

Solution

Companies can choose a coworking office space depending on how many people prefer to work from the office. If the company would rather rent a space, they can replace a single central luxurious office with several distributed local offices in areas where more employees live.

4. Impact on Employees’ Mental Health

Hybrid work is a relatively new concept. The transition from working from home (WFH) to an office can often put employees, managers, and leadership under considerable stress — the flexibility to choose when and where to work also demands strict self-discipline to maintain work-life balance. 

At the same time, remote workers must communicate face-to-face, at least on some days when they’re working from the office. Social anxiety can creep in if the employee has been a hermit for a while. Similarly, managers may feel vulnerable to mental health issues in a hybrid workplace while trying to coordinate WFH employees. 

Solution

Along with specialized training, companies can engage certified therapists and coaches to support their employees during and after transitioning to a hybrid model. Companies can also give employees unlimited access to mental well-being apps like Calm. 

Ensure that the managers understand that they’re not responsible for an employee’s poor mental health; however, they should be able to identify and support them when needed.

5. Challenging Leadership

As organizations transition into hybrid working conditions, they may need to change their old rules when it comes to leadership. Managers may find it challenging to maintain boundaries, which previously were manageable due to everyone being in the same physical environment.

Solution

Managers should build genuine connections with their employees to develop a culture of trust. A team led with empathy curates a very healthy working environment. Companies should organize workshops and offer training to all personnel in leading roles to make the transition smooth for remote employees.

6. Cybersecurity 

Maintaining a secure connection between in-house and remote teams is crucial to a successful hybrid workplace. Cybersecurity is a massive consideration for all companies, even more so for companies that rely on the internet to exchange confidential data. 

Solution

Hire a cybersecurity team to ensure all connections are safe. Arrange cybersecurity workshops for all employees, whether they work remotely or in the office. Train them on how to protect their devices and what to do in case of a data breach. You can also limit your employees to using only designated devices when working away from the office. 

7. System Efficiency 

A successful hybrid work system depends heavily on technology. Cybersecurity, communication, and work tools rely on the technical prowess of the company. For example, when all the team members start using the software simultaneously, or log into a system together, then the system should be able to shoulder that load. 

Solution

Upgrade the systems according to usage, changing requirements, and trends. In a hybrid workflow, maintaining efficiency is the real challenge since the number of employees working in the office is not fixed. It’s best to have at least one dedicated technology consultant to deal with any issues. 

8. Dilution Of Culture

Companies not used to working on a remote-only or hybrid model can suffer from cultural dilution, i.e., the employees may not clearly understand the company’s goals and shared values. They may feel less dedicated to the assigned tasks and fail to align with the organization’s cultural norms. 

Maintaining a healthy work culture is already tricky in remote settings; it can become even more challenging when employees are in the office on different days.

Solution

Analyze your values, ideals, and goals to adapt to the hybrid workplace environment. Sometimes it’s better to start from scratch instead of adding or omitting from previous processes. As you transition from a fully remote or traditional workplace to a hybrid model, you should set up a dedicated team to develop a future roadmap for the company for both in-office and remote employees.

9. Favoritism and Unconscious Bias

It can be challenging for remote employees to make themselves feel seen and acknowledged by their managers compared to in-office employees. According to MIT, even visionary, dynamic, and passionate remote workers can sometimes find it hard to earn pay raises and promotions. 

Solution

Introduce new tools and techniques for objective performance evaluations and set concrete KPIs for the teams to measure and compare their contribution. Regular away-days, out-of-office meetups, and shared online activities can allow remote workers to connect with their managers and colleagues and keep them aware of career advancement opportunities. 

Wrapping It Up

Due to its flexibility, the transition to, and management of a hybrid workspace can be straining for any organization. Remote employees can find it daunting to transition to a physical setting, even if it’s only for a few hours a week. Therefore, companies must identify the issues and develop strategies to combat hybrid work challenges head-on. Gradually, the remote employees will get used to the new set of rules, and the company will be able to overcome the challenges a hybrid work environment can present. 

Author Bio

Karli is a content marketer and founder of content marketing and SEO collective Wild Idea. With over 10 years in the marketing industry, she’s worked with brands large and small across many industries to grow organic traffic and reach new audiences. She writes on everything from marketing, social and SEO to travel and real estate. On the weekends, she loves to explore new places, enjoy the outdoors and have a glass or two of vino!