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By the end of 2023, Gartner projects that 39% of global knowledge workers will work in a hybrid model, up from 37% in 2022. In the US alone, the firm expects that number to be 51% of knowledge workers to work in a hybrid model — plus 20% who work fully remote.
This change, the report read, is no longer an employee perk. It has become an employee expectation.
But hybrid is not without its challenges. HR leaders, hybrid strategists, IT pros and many other functions will need to learn to navigate the complexities of this new way of working and develop tactics to effectively manage and engage dispersed teams.
Here are four of the most common challenges of managing a hybrid workplace.
Challenge #1: Not Thinking It Through
Work culture has seen a lot of instability in recent years, and acquiring and retaining talent has been difficult for most organizations. So, some businesses have adopted hybrid work models because employees want and expect it, said Susan Lowe, global chief people and sustainability officer at Fuel50. But they haven’t considered why it’s important from an organizational perspective or how to ensure it is deployed successfully.
“It’s not as simple as mandating how many days people can work from home and then letting them get on with it,” Lowe said.
Companies successful with hybrid work are clear on the core considerations and apply them to remove barriers and create equity across the employee experience, she explained.
“There is not a one size fits all approach to this. Businesses need to understand what is important to them with regards to the ways of working that will best enable their organizational strategy, and then put in place the foundations to ensure this is delivered upon and everyone is equipped to be their best.”
Challenge #2: Figuring Out Communication
One of the biggest challenges for managing teams dispersed across space and time is communication — and it’s something that’s vital for the success of any organization.
“Miscommunication can occur a lot more frequently due to differences in culture and time zones, which can lead to confusion and inefficiencies,” said Hassan Osman, author of “Hybrid Work Management,” “Influencing Virtual Teams” and several other short books for managers.
To overcome these challenges, regular and open communication is essential. “Use a variety of communication tools and channels, and encourage all employees to engage in discussions and share their ideas and concerns,” he said.
He also pointed to regular team meetings and one-on-one check-ins as ways to maintain connections and ensure everyone is on the same page.
Related Article: Hybrid Work Leadership Is Hard. Some Tips to Get It Right
Challenge #3: Dealing With Technology
No matter where or how you work, technology can be both a blessing and a curse. With a hybrid work setup, you get the best of both worlds — meaning lots of new challenges.
Osman broke hybrid’s tech challenges down into three categories:
- Security and data privacy. With employees working in a hybrid environment, there’s increased risk of data breaches and security threats. “To overcome this challenge, businesses are investing in robust cybersecurity measures and employee training on data security and privacy,” said Osman.
- Access to reliable hardware and software can be a challenge, particularly for organizations with limited IT resources. To address this, businesses must provide necessary resources to all employees, regardless of location, to ensure a seamless experience, said Osman.
- Scalable IT infrastructure. As the workforce becomes more distributed, the need for scalable IT infrastructure that can accommodate hybrid work increases. “Companies are adopting cloud-based solutions and virtualized environments to ensure that their systems can be accessed by employees from any location and scaled up or down as needed,” Osman said.
“Technical difficulties can greatly affect productivity,” said Osman. “Ensure that you have a strong IT support team and system to help resolve issues quickly.”
Regular training, he added, also keeps teams up-to-date on the latest technologies and security measures.
Related Article: 4 Considerations for Designing a Seamless Hybrid Workspace
Challenge #4: Creating a Sense of Inclusion
With a dispersed workforce, there’s a risk that employees who spend more time in the office are favored over those who prefer remote work, which can lead to a perception of unfairness and weaken team morale.
Proximity bias is a very real thing, where people in positions of power treat workers physically closer to them more favorably, stemming from the assumption that remote workers are less productive than those they can see face to face in the office.
“Ensure that all team members, whether they're working remotely or in the office, have equal access to resources, opportunities and decision-making processes,” Osman said. “This will promote a sense of fairness and inclusivity.”
Regular communication can also go a long way in preventing proximity bias. To address decreased facetime due to hybrid work, for instance, leaders can tap into more regular one-on-one meetups or goal-oriented check-ins.
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The Future of Hybrid: More Flexibility, More Challenges
Hybrid has become a pillar in the future of work. While this approach offers flexibility and resilience, it also presents new and unique challenges.
Lowe believes the expansion of working when, where and how we want, enabling us to bring our best to work, will continue to be an emerging theme.
“There are many business implications to embracing this, as well as legal implications, so navigating this carefully whilst also transparently will be important for us. Equally, following the curve might be more apt than staying ahead of it in this case,” she said.
Osman believes employees will likely have increasing control over their work schedules and environments moving forward, choosing when, where and how they work best. “Companies can stay ahead by creating policies that allow for individualized work schedules and setups, within certain limits defined by the company's needs,” he said.
