As many companies face decisions about the degree in which their staff will return to the office, the hybrid work model has gained considerable traction. And while this may be a healthy blend of virtual and on-site work, according to Emily Golden, an HR expert who is author of “The New Golden Rule,” a hybrid approach could impact inclusivity and who is getting recognized.

Golden shared her perspective with FlexJobs on the processes and mindsets that will make a difference in ensuring equity for remote employees in a hybrid system as companies and employees consider their path forward. This starts with the following five-step process she recommends for leaders to employ with their teams around the transition, followed by common pitfalls to this process and opportunities that can emerge from it.

Step 1. Create an Open and Honest Dialogue to Discuss the Transition

To build trust, Golden suggests that employers ask the following questions to team members:

• Are you willing to share things openly?
• What are you really thinking and feeling about this transition?
• What does success in this new way of working look like?
• What do you need specifically to be successful?
• What are your fears?

Step 2. Align Around Team Commitments

Companies can either incorporate or maintain goal setting methodologies to be sure that employees are aligned with each other on priorities and strategic initiatives. This will ensure that there’s an existing infrastructure of collaboration and accountability regardless of where your team is working. Furthermore, there should be regular check-ins or stand-up meetings to provide updates and discuss pain points or blockers.

Step 3. Co-create an Engagement Plan Aligned to the Team Commitment

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Golden emphasized the importance of making clear agreements around the transition. “This sets everyone up to know each other’s needs and ensure those needs are being met,” she explained. Here are questions that she suggests asking:

• What must be in place for our team to show up at our best every day?
• What requests do we have of one another?
• What do the people at home need to feel connected and successful?
• What do the people at the office need to feel connected and successful?

Step 4. Train the Team to Take Personal Responsibility and Ownership Around Inclusivity

“Creating an inclusive team experience in a hybrid system is everyone’s responsibility,” Golden said. “Every team member—regardless of level, location, or seniority—plays a part.”

Step 5. Implement Check-ins

The final step for employers transitioning from WFH to hybrid is to hold weekly, bi-weekly, or monthly check-ins that maintain the open dialogue created in the first step of this process. “Modify as necessary,” Golden said. “Needs change, business changes, external factors change. Get curious with the team. Ask:

• How is everyone feeling about our ways of working?
• What’s working?
• What’s not working?
• Are we still acting in accordance with the agreements we set forth?
• What do we need to modify?

Common Pitfalls to Watch for During a WFH to Hybrid Transition

Golden shared the following list of red flags for employers to avoid when rolling out the five steps above, as well as some solutions if you experience these problems:

• Expectations are unclear. “The remedy is to get clear agreements and be intentional,” Golden said.
• People have judgments of themselves and others. “The remedy is to have open communication and encourage people to share openly and honestly,” she said.
• Gossiping. “The remedy: taking ownership and responsibility for your opinions, and either addressing the issue with your colleague directly or letting it go.”

Potential Opportunities

Despite the possibility of encountering the above challenges, Golden believes that the period of transition from full WFH to hybrid can bring opportunities, which include employees and managers alike developing greater emotional intelligence in interpersonal relationships, self-awareness, and a more empathic workforce.

She highlighted leadership opportunities for team members looking to grow and develop themselves, and having employees feel seen, heard, and supported by their company, as other possible benefits. “This is a game changer and leads to increased engagement and productivity,” Golden said.

Other equity-inducing strategies that Golden has observed include:

• Equipping those at home with the same quality equipment and furniture as those in the office
• Training managers on how to equally incorporate remote and in-person workers in meetings and decision making, as well as how they communicate.

Golden concluded that mindsets will make a big difference as companies and employees adjust to yet another new way of working. “It is truly going to be a process,” she said.

Managing Through Change

Remote work is here to stay, but is continually evolving. By managing with care and supporting engagement across the board, companies have the ability to build positive employee experiences for their entire team.

As a leader in remote work for more than 14 years, FlexJobs is here to support you! We work with companies of every size to provide support and advice for businesses that want to integrate remote work. For expert guidance, reach out today.

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