How to create a workplace culture that fosters trust, accountability and gratitude, and where employees’ mental health matters
Hybrid and flexible work have become common buzzwords in the corporate world, especially in recent years. It’s clear to see why: there are countless benefits for both employees and employers—whether it’s greater flexibility, improved work-life balance or increased productivity.
Of course, what hybrid and flexible work arrangements look like will also differ from team to team and from business to business. Some organizations are fully remote, even having employees who live across different cities and time zones. Others have rotating in-office and remote work schedules for employees—say, three days in office or two days out. Still others allow their employees to choose where and when they’ll work. With so many factors at play, what’s the best way to make a hybrid or flexible workplace model not only work, but also thrive? How do you create a workplace culture that empowers all employees to do their best work? And how do you build trust among teams and across your organization, even in a hybrid model?
Here, we’ll share our top tips on running a remote or hybrid workplace, from setting employees up for success, to creating trust, to looking after your and their mental health and well-being.
1: Consider the benefits of hybrid and flexible work
It allows for greater work-life balance
Employees are able to work in a way that makes it easier to balance life’s responsibilities, such as childcare, family obligations and health. In-person meetings and collaboration sessions can be scheduled on particular days of the week, and focused work completed on others.
It allows employees to work in the way that works best for them
When employees are able to split their time between working remotely and working in-office, they have greater control over how they work. They’re better equipped to do what they need to bring their best selves to their work, whether that’s setting up a quiet home office space, or getting in a walk before your morning team meeting.
It increases employees’ overall well-being
Hybrid work reduces commuting time and costs, gives employees more time to spend with their families or on personal pursuits. Employees whose physical and mental well-being is greater will have increased productivity and performance.
It can help you navigate changing guidelines and regulations
During the ongoing COVID-19 pandemic, our world is ever-evolving! From gathering size limits, to physical distancing and other safety recommendations and rules, it can be challenging to keep up and ensure your office space is complying. Having a hybrid model means you can have less team members in-office on any given day, making it easier to navigate and follow these regulations. A coworking space like iQ Offices also has safety top-of-mind—making it even easier for you to navigate today’s world.
Your candidate pool has wider borders
A remote work situation allows you to source talent beyond your immediate city and surroundings, potentially opening you up to great employees you wouldn’t otherwise have worked with. While working with a fully remote team—especially one working in different time zones—is not without its challenges, it’s definitely worth considering this benefit.
Reduced costs for you as the employer
Whether your team is fully remote or is hybrid, your office space costs and real estate costs will be reduced. You’ll have more options for an office space, and can even consider using a coworking space like iQ Offices. With less team members in office at once, or possibly some team members fully remote while others in-office, you have flexibility to choose from shared office space solutions such as an on-demand office or private office.
2. Put in the work to help your hybrid or flexible model succeed
Build a community
One of the drawbacks of a hybrid or fully remote team is that employees can feel isolated or disconnected from one another. Building community is certainly more challenging without the opportunity for “water cooler” chats, casual coffee breaks or lunch room conversation. However, there are lots of ways you can create this same connection even with a hybrid or remote team. Use your team’s existing work communication tools and platforms to create opportunities for employees to connect outside of work tasks, such as chatting about shared hobbies or favourite TV shows. Set up events like virtual happy hours or lunches, or regular socials that teams take turns planning.
Schedule time to meet as a team—outside of meetings
If your team members are located close to one another geographically, it’s a good idea to create opportunities for them to connect in-person (where local regulations allow). If you use a co-working space, take advantage of event spaces they might offer; or even features like happy hours or networking events they have. Find opportunities to create connections between your team, even when you’re not officially on the clock.
Allow for flexibility
While some employees may prefer to work from home, others may find it challenging and prefer to be in office. Using a co-working space can be a great way to find a balanced solution. You’ll have access to an office space how and when you need it, without incurring additional costs.
Create trust and accountability
When creating a hybrid or flexible work model for your organization, be clear about your expectations for employees and about how the model will work, so that everyone is on the same page. This can encompass everything from working hour expectations (ie, do you have set working hours, or can employees choose when to work?), to in-office expectations (ie, do you have set days employees are expected to be in-office? Can employees choose when to come in?), to guidelines for communication and check-ins.
Set your team up for success
Set up the tools you need to make your hybrid workplace function smoothly, from project management and communication software to a system for keeping data secure. As well, ensure your team have the tools to work effectively, such as technology and office equipment.
Take advantage of tech capabilities
Along with allowing for greater communication and connection among your team, tech tools are also a great way to encourage collaboration. Teams working apart from one another for some or all of the time may fall into the habit of working in silos. Collaboration doesn’t always happen as organically as it might in an office, where you can more easily pop over to a colleague’s desk or problem-solve with a whiteboard during a meeting. However, there are plenty of ways to use tech to your advantage and collaborate virtually.
Check out the different tools available on the video conferencing platform you use, like screen-sharing or a virtual whiteboard. Online platforms such as Google or Sharepoint also allow you to collaborate on shared documents and spreadsheets. Create opportunities for your team to collaborate virtually, like working sessions, or even sessions where team members can workshop and share ideas on projects each of them might be working on.
3. Look after your employees’ mental health and well-being—and your own
Beyond video calls and hybrid work arrangements, looking after mental health and well-being is a crucial part of any team’s productivity and success. It’s important to support your team, as well as yourself. Just a few of our top tips for supporting mental health in the workplace:
Offer flexibility
During the pandemic, the need for flexibility and understanding at work has been highlighted more than ever. Everyone is dealing with different needs and situations, whether it’s childcare, health concerns or family obligations. A flexible or hybrid workplace, as we’ve touched on above, is a great way to offer employees the flexibility they need to thrive and ultimately bring their best selves to their work.
Offer mental health benefits and training
From an EAP (Employee Assistance Program), to mental health and wellness apps, to health insurance plans, evaluate your organization’s current offerings and consider expanding what’s available to employees. You can also look into mental health training for team leadership. As well, make sure your team is aware of the different resources and benefits available to support them.
Model healthy behaviour
Empower your employees to prioritize their mental health by modelling it yourself. Instead of celebrating burnout, celebrate balance and self-care. Let them know when you’re taking time out for a therapy appointment or lunchtime walk. Turn off your email when you’re on vacation (or on a staycation). Let your team know that a mental health sick day is just as valid as a physical health sick day. Encourage openness among your team and be sure to check in regularly with team members.
Prioritize your own wellness
Especially for executives and leaders, it can be challenging to take time for your own mental health. Make sure you listen to your body and what it needs. Take breaks, hydrate, take time offline, go for walks, seek support via therapy when you need it—investing time into your mental health will not only better equip you to support your team, it will help you show up better for your family and friends, and be more focused and successful at work.
Focus on gratitude
Shifting your mindset to one of gratitude can be really beneficial to help you focus on the present and feel more positive. Try keeping a gratitude journal, where you write down a list of what you’re grateful for at the end of each day.
Looking for a shared office space for your hybrid or flexible workplace? Connect with us at iQ Offices to get started today.
