This guidance has been issued by the CIPD. It points out that hybrid working at scale is a largely new and untested concept. Lessons about hybrid working will be quickly learned, and organisations should be prepared to adapt their approach, it says.
Organisations are advised to therefore consider:
Provide training to people managers on how to manage hybrid teams effectively and support hybrid workers. Such training should include performance management, remote communication, collaboration and relationship building, as well as the other topics discussed in this guidance.
Review HR processes and procedures across the whole employment lifecycle to ensure they support hybrid working in practice, whilst also enabling inclusion and wellbeing.
Undertake ongoing listening activity with workers, managers and worker representatives, such as trade unions or work councils, to understand the early lessons of hybrid, paying particular attention to whether hybrid working is delivering the anticipated benefits to individuals and the organisation.
Keep any hybrid working policies and principles under ongoing review, developing them as necessary. This should include the impact on workers with protected characteristics, and ensuring that action is taken to address any negative or unintended outcomes of hybrid work.
The guidance also suggests that organisations should be mindful that hybrid working is just one form of flexible working: workers often also desire time flexibility, and benefits can also be realised by providing this, both for workers and the organisation itself.
The guidance is available here.
CIPD December 2021