Striking the perfect balance: How to cultivate flexibility and productivity while working hybrid

As a start, be sure to have clear guidelines and expectations in place, for instance detailing when employees are expected to work in the office and when they can work remotely.

Is hybrid working the secret sauce to having happier, more productive employees, or just another juggling act for HR professionals? Is it possible to have the best of both worlds—flexibility and productivity—in a hybrid work model?  

For HR professionals, this is the ultimate question as they navigate the delicate balance between employee autonomy and maintaining high performance. With the hybrid model here to stay, the challenge lies in creating a system where employees enjoy the freedom of flexibility without compromising on results. 

In this article, Sarah Gideon explores ten strategies designed to transform your workplace into a dynamic hub of productivity and flexibility, therefore encouraging you to embed it into your organisation’s culture. 

Before exploring ways to cultivate a balanced hybrid work model, it’s essential to recognise its current advantages for organisations that have already adopted it. The hybrid model, which blends remote and in-office work, empowers employees with greater control over their schedules. This flexibility has been linked to enhanced work-life balance and increased job satisfaction. Notably, studies indicate that 80% of hybrid workers report significant improvements in their overall wellbeing, attributing this positive shift to the flexibility that hybrid arrangements provide. 

Source: The advantages and challenges of hybrid work, Gallup  

As organisations increasingly recognise the positive impact of hybrid work models, it's essential to explore the specific benefits these frameworks offer. Implementing a hybrid work model can lead to: 

• Enhanced flexibility: Employees have the freedom to choose their work environment, allowing them to tailor their schedules to better align with personal and professional commitments. 
• Productivity boost: Many workers find they can achieve higher levels of productivity in remote settings, where distractions are minimised and workspaces are optimised. 
• Cost efficiency: Organisations can reduce expenses related to physical office space and utilities, meanwhile employees save on commuting costs, creating a win-win situation. 
• Improved work-life balance: The flexibility of hybrid arrangements helps employees manage their responsibilities more effectively, therefore contributing to a healthier work-life integration. 
• Rate of attraction and retention of talent: By offering hybrid options, companies can appeal to a broader talent pool and improve retention rates, as employees value workplaces that prioritise flexibility. 
• Fostering collaboration: Designated in-office days can be used for team collaboration, meetings, and creative brainstorming, strengthening interpersonal relationships and teamwork. 
• Reduced commuting stress: Employees benefit from shorter or eliminated commutes, leading to decreased stress levels and higher job satisfaction. 
• Diverse workforce opportunities: A hybrid model allows organisations to tap into talent from various geographical locations, promoting diversity and bringing fresh perspectives to the team. 
• Health and safety considerations: By reducing the number of employees in the office at any given time, hybrid work models can also help maintain social distancing and mitigate health risks. 
• Focus on outcomes: Emphasising results rather than hours worked fosters a sense of empowerment and accountability among employees, motivating them to deliver their best work at all times. 

By embracing a hybrid work model, organisations will be able to cultivate a more adaptable, engaged, and high-performing workforce, and ultimately drive overall success in an ever-evolving business landscape. 

Now that we have established the benefits and positive reception of hybrid working, it’s time to delve into practical strategies for organisations to implement a flexible and productive hybrid work model within the dynamic, fast-paced environment of Singapore. Here are 10 ways you can kickstart your journey to promoting flexible working arrangements as a permanent feature of the workplace:  

• Establish clear guidelines and expectations: Define the structure of your organisation’s hybrid model, including when employees are expected to work in the office and when they can work remotely. As an example, organisations can implement a 'three-two model’, where employees work three days in the office and two days remotely. This clarity can help employees plan their schedules effectively. 

• Leverage technology: Invest in collaboration tools and platforms that facilitate communication and project management, which can help maintain productivity and connection among team members, regardless of their location. 

• Flexible workspaces: Consider having an office makeover! Try to redesign your office layout to support flexible working, by creating more collaborative spaces, quiet zones, and hot desks to accommodate both in-office and remote employees.

• Regular check-ins: Encourage your managers to have regular one-on-one check-ins with their team members to monitor progress, address concerns, and maintain a strong connection. In Singapore, for example, these discussions can also serve as an opportunity for employees to discuss their flexible working arrangement requests, in line with Singapore’s initiatives to promote work-life balance. This approach can foster accountability while helping to identify potential challenges early on, ensuring that both employee needs and organisational goals are aligned. 

• Focus on results, not hours: It may seem tough, but shifting the focus from tracking hours worked to measuring outcomes and results can help promote a culture of trust and empowers employees to manage their time effectively.  

• Wellness initiatives: Support employee wellbeing by offering wellness programmes that promote mental and physical health. This could include virtual fitness classes, mindfulness sessions, or access to mental health resources.  

• L&D: Provide training for employees and managers on effective hybrid working practices, including remote communication and collaboration skills. This ensures that everyone is equipped to thrive in a hybrid environment.  

• Gather feedback: Regularly solicit employee feedback on the hybrid model to identify areas for improvement. Tools like pulse surveys can provide valuable insights into employee experiences and preferences, allowing for continuous refinement of the model. 

• Promote social interaction: Foster a sense of community by organising team-building activities, both virtual and in-person to help maintain relationships among team members and enhances collaboration. 

• Encourage work-life balance: Support employees in maintaining a healthy work-life balance by promoting boundaries around work hours and encouraging time off. This can lead to increased productivity and job satisfaction, as employees feel more energised and focused. 

In conclusion, implementing measures for a flexible and productive hybrid work model is essential for organisations striving to thrive in today’s dynamic business environment. By establishing clear guidelines, leveraging technology, and more importantly, prioritising your employees’ physical, emotional and mental wellbeing, companies can create a supportive framework that meets the diverse needs of their workforce.  

Embracing this approach not only will enhance productivity and engagement but also enable organisations to attract and retain top talent in an increasingly competitive landscape. As businesses in Singapore adapt to the evolving nature of work, investing in a hybrid model will be key to fostering a resilient and agile workforce ready to navigate the challenges of the future. 

For further reading, feel free to check out our section on some of the trends and insights across our other markets, relating to hybrid work arrangements.