Office-based work has changed a lot. With technology making working from home increasingly accessible, expectations about remote work have shifted. Employees have experienced first-hand how working from home can provide a better work-life balance. As a result, many now demand more flexible work options.

Over a third of UK workers say they would quit if their employers mandated a full-time return to the office. Instead of demanding that remote employees return to office work, companies need to find a compromise that works for everyone.

Finding the balance between empowering employees to work remotely and protecting company culture can be challenging. Read on for top tips on how to sustain company culture in a hybrid work model.

Embracing a hybrid work culture

The hybrid work model is a middle ground that appeals to both employers and employees. A hybrid work style allows employees who feel they work better at home to do so while also protecting organisational culture.

There are various ways of embracing hybrid work, and different models will work for different companies. Some employees thrive under the hybrid model of working whereas others struggle without the busy office culture.

Certain companies might see an increase in productivity under a hybrid model. While other companies might come to realise that the traditional working model is more suited to their employee’s needs.

Business leaders looking to embrace a hybrid model need to learn how to sustain the company culture.

How hybrid work models can affect company culture

The technology exists to empower remote employees and promote a more balanced working life. But this flexibility does come with risks.

From productivity to staff well-being, organisational culture is important for many reasons. Business leaders need to pay attention to workplace culture across remote and hybrid teams.

Remote employees struggle to access a workplace community

A sense of community can have a huge impact on a place of work. According to one report, 72% of employees feel work culture is important to their job and their sense of belonging.

The same report shows that companies with a strong sense of community have better staff retention rates. Perhaps more importantly, they also have higher work quality and lower levels of staff burnout.

It’s increasingly recognised that strong work cultures produce better business results. But, when employees are working in hybrid teams, this sense of community can diminish.

Managing a hybrid team can be challenging

The way we manage people face-to-face can be different to how we manage remote workers. So, it makes sense that managing a hybrid team can be challenging.

Without seeing someone around the office, it can also be hard for managers to gauge how employees are coping. This can lead to unrealistic workloads and even burnout.

Different people work better in different ways. Managers now need to adapt their styles and expectations to fit a more flexible employee culture.

For example, one employee may prefer to manage their own time whereas another may need strict deadlines. Some employees may also need to manage their workload around commitments like family, mental health, and exercise. Soft skills such as empathy and adaptability are crucial to the new hybrid environment.

What does a hybrid workplace look like?

A hybrid workplace can take many shapes and sizes. It should allow employees to enjoy a flexible work arrangement while also encouraging teams to still connect and collaborate.

For some companies, hybrid work means asking employees to work from the office for part of the week. For others, it means trusting employees to manage their work hours and come into the office when needed.

However the hybrid workplace is set up, the emphasis should be on flexibility and the fine balance between the needs of the business and the needs of the employees.

How to build a hybrid office

To build a successful hybrid culture, you need to embrace a new way of working. Things may never return to the traditional office environment. Accepting that is the first step towards building a successful hybrid organisational culture.

Forcing staff to return to fixed hours in an office might damage staff retention and make your company seem out of touch. Instead, companies need to invest in the right work environments. This means creating flexible spaces that accommodate remote workers and office-based employees.

For some, this means downsizing and offering hot desking rather than maintaining a huge office with too many unused desks.

Employees should also be able to collaborate regardless of whether they are in the office or on the road. From video-conferencing to cloud-based phone systems, there is no shortage of technology to support this.

How to create and sustain company culture in a hybrid workplace

The importance of sustaining organisational culture in a hybrid environment is clear. But what exactly can you do to achieve this?

Know your business purpose and core organisational values

Whether it's remote, hybrid, or face-to-face, knowing your core values is key to creating a great organisational work culture.

What are you trying to achieve? What’s important to you as a company? What attributes do you value in your employees?

We’ve already established that a sense of community is key to a positive workplace culture. And to achieve that sense of community, your employees need a common goal. Having a clear business purpose that brings your team together and drives their collective action is vital.

Prioritise transparency

Once you know what your values and goals are, you should embrace open and honest communication to make sure all your employees know what you stand for.

Whether your expectations are the same as they were yesterday, or they’ve changed - be transparent and let your teams know what you want. If they want the same thing then you have the first seeds of a positive company culture.

Stay connected

If you’re looking for ways to sustain organisational culture, invest in spaces and technologies that connect people.

Open-plan offices, hot desks, and break-out spaces are all great solutions. These will encourage employees to connect, collaborate and socialise when they are in the office. Lastly, powering these spaces with the technology to communicate with remote employees is also essential.

You don’t have to have a traditional office space to achieve a positive workplace culture. For example, hiring meeting rooms by the hour is a creative and cost-effective way to stay connected. Use this time to connect your office-based workers with your remote teams.

Collaborate when possible

Scientists believe that we are naturally predisposed to collaborate. Our ancestors’ survival was dependent on being part of a tribe that worked together to achieve a common goal.

It, therefore, comes as no surprise that collaboration and teamwork are key to a strong company culture. Research backs this up, with studies showing that employees are 17% more satisfied when they collaborate.

This same research states that those who work in a collaborative business culture are 50% more effective at completing tasks. Collaboration is not only a great way to improve the organisational culture of a company, but it can also impact your bottom line.

So, to protect organisational culture, invest in spaces that allow seamless collaboration.

Plan events

Even if most of your team is remote, bringing them together in person once in a while can be a great opportunity. From training seminars or themed lunches, events are a great way to bring staff together and help your team bond.

Events don’t always have to be work-related. From team bonding to celebrations for meeting sales targets, fun events can do wonders for morale and corporate culture.

Support Diversity, Equity & Inclusion

Although hybrid working has fast become the norm, it isn’t always easy for everyone. An organisation with a strong culture will take the time to listen to its employees and find out what they need. What works for your employees, and what doesn’t?

For example, some employees may not have a quiet office space at home or access to the technological tools that others take for granted. Likewise, some employees may have young children and need to balance their work hours around them.

Some employees may suffer from mental health conditions that make it difficult to attend the office every day. Others may need that bustling organisational culture model to keep them on track.

The key to supporting diversity, equity and inclusion in a hybrid workplace is communication. Give employees a safe space to voice their concerns and identify their needs, and then take action to address them. It’s important to remember that there is no one-size-fits-all when it comes to hybrid working.

Focus on employee well being

Having a healthy and positive organisational culture in business can have a significant impact on your bottom line. For one thing, happy employees are 13% more productive. Putting employees first can therefore improve productivity, decrease staff turnover, and boost profits.

Employee wellness programs are a great way to look after your staff and create a strong workplace culture. But, it’s also important to remember the basics. Regular check-ins and shoutouts for a job well done can be as powerful as a yoga retreat.

Work your way with a hybrid model

In a world where employees value flexibility, a hybrid working model is a logical next step for many businesses. But embracing this hybrid model can also give you a competitive advantage. With the right approach, you can actually boost productivity and improve operational efficiencies.

If you’d like to explore a new office space to support your hybrid working model, talk to a Regus expert today.