Top hybrid work challenges and how to solve them

Five years on since the start of the pandemic, the world of work has evolved considerably, with hybrid work emerging as the clear frontrunner. Almost two-thirds of company leaders report having adopted a hybrid workplace model, and six out of 10 employees with remote-capable jobs prefer a hybrid setup. The consensus seems to be that hybrid work brings together the best of both worlds: the in-person interaction of the office and the flexibility of remote work.

However, hybrid work has also created new challenges as companies adjust to this new way of working. With some people in the office and others working from home on any given day, it can be hard to keep everyone on the same page—especially if they’re spread across time zones. It can lead to confusion around collaboration, coordination, project management, and more.

The good news is that it’s possible to address these challenges and ensure a smoothly functioning hybrid workplace. Below are the top challenges of hybrid work and actionable strategies to overcome them.

Workplace and tech setup

Since a hybrid workplace combines on-site and remote work, it requires more careful coordination to ensure that both the on-site office and people’s home offices are fully equipped to support their work. This means providing employees with a robust home office setup with access to the tools and resources they need, while also making sure the corporate office is equipped for on-site collaboration and hybrid meetings.

Hybrid organizations also need to plan for the optimal use of office space, including conference rooms, workstations, and more. You can use software tools to manage your hybrid calendar and simplify scheduling and hotdesking. The hybrid office needs to be designed to accommodate the flexible and dynamic nature of employee schedules and workspace requirements.

Additionally, since hybrid work expands the workplace beyond a central office and into people’s homes, you need to implement robust cybersecurity measures to guard against cyber-attacks or data breaches. This means putting security tools and protocols in place, as well as developing policies and trainings to ensure compliance.

🎧 Learn how Eventbrite transitioned to a hybrid work model in this episode of Oyster’s New World of Work podcast.

Communication and collaboration

According to a Gallup survey, communication and collaboration were among the top challenges of hybrid work. Since some people are in the office and others working from home on any given day, communication gaps and information silos can take hold, and team collaboration can be more difficult than it would be in a co-located setup.

To address these challenges, it’s important to set clear guidelines and expectations for communication and collaboration. This might mean establishing clear communication channels and best practices so employees know what to use and when, as well as implementing collaboration tools such as online whiteboards, project management software, video conferencing tools, and more. Organizations should support employees with adequate training and resources so that everyone is fully up to speed.

Another way to foster collaboration in the hybrid workplace is to coordinate office days so that teams can use those days for in-person meetings, brainstorming, and problem-solving sessions. Stanford economist and work-from-home researcher Nicholas Bloom recommends creating intentional office days that are dedicated to meetings, trainings, and events. This makes the commute worthwhile since employees will leave feeling energized from working together to move the needle on complex projects.

🧠 Ready to take your hybrid strategy to the next level? Sign up for Oyster’s Hybrid Hub for tools, resources, and best practices for building thriving hybrid teams.

Culture and connection

Maintaining team culture and social connection can be more challenging in a hybrid arrangement since there are fewer opportunities to run into colleagues in the hallway or have organic conversations around the proverbial water cooler. The camaraderie, spontaneity, and shared experience of office culture is something that needs to be intentionally cultivated in a hybrid environment.

Managers of hybrid teams can create opportunities for informal conversations through social calls, virtual meetups, and happy hours, as well as organizing quarterly retreats or offsites. “There is deep value in coordinated, collective time,” writes leadership advisor and author Brian Elliott, who recommends holding in-person team gatherings three or four times a year to ensure time for socializing and building relationships.

To maintain cohesion and culture, establish norms and rituals to help sustain connection and create a unified experience. On days when people come to the office, be intentional about designing high-quality interactions that will contribute to team bonding. At the company level, People teams can organize company-wide events or retreats to reinforce the organizational culture, mission, and values.

According to Jordan Birnbaum, an industrial/organizational psychologist and workplace expert, “it is not enough to wait for opportunities for connection to arise in the standard course of operations. The best leaders create those opportunities to ensure that they happen.”

🎉 Check out how Latana built a thriving hybrid culture across borders by partnering with Oyster. 

Equal opportunity

Research by McKinsey reveals that hybrid work can potentially lead to inequities in the workplace because managers may unconsciously favor employees they see in the office. Left unchecked, this can cause remote workers to resort to digital presenteeism, which is counter-productive and can lead to burnout. Similarly, hybrid meetings where one group is seated together in a conference room while others are dialing in may feel distancing to those who aren’t physically in the room.

Managers need to recognize and guard against proximity bias to ensure that everyone is treated equally. This includes making sure that hybrid meetings are an inclusive experience by having everyone log in from their computer, even if they’re in the office. Productivity should be measured by outputs, not time spent in the office, and all team members should have equal access to information and equal opportunities for promotions and career development.

“Be cognizant of how you engage with your in-person and virtual teams and identify the disparities,” advises HR leader Amy Casciotti. It’s only by cultivating self-awareness that managers can ensure that they’re treating everyone the same.

💡 For more tips and insights, check out Navigating Hybrid Work: Strategies for a Balanced and Resilient Workforce with experts from Oyster and LifeLabs Learning.

Ensuring success in the hybrid workplace

Reaping the benefits of hybrid work—such as greater work-life balance, increased employee satisfaction, and reduced turnover—is well worth the effort and planning required to overcome the potential challenges. By designing with intention, it’s entirely possible to build a thriving hybrid work culture.

Ready to optimize your hybrid work model? Check out Oyster’s Hybrid Handbook, a comprehensive resource on hybrid work best practices, from building a robust policy to effective communication strategies, performance management, and more.

About Oyster

Oyster is a global employment platform designed to enable visionary HR leaders to find, engage, pay, manage, develop, and take care of a thriving distributed workforce. Oyster lets growing companies give valued international team members the experience they deserve, without the usual headaches and expense.

Oyster enables hiring anywhere in the world—with reliable, compliant payroll, and great local benefits and perks.