Helping organisations design and implement flexible and hybrid ways of working

Managing Hybrid
and Remote Teams

Managing Hybrid
and Remote Teams

Hybrid Working Model -
Planning and implementation

There’s no denying that hybrid working arrangements can be hard to implement. But they’re also not optional – not any longer. The reality is that when your people thrive, so does your organisation. And a purposefully designed hybrid working model is a major part of the answer.

This isn’t about flexibility for a select few, or taking a cookie-cutter approach to policy. Instead, it’s about mutual accountability and a focus on outcomes.

The result? Sustainable high performance and proven success, both with your employees and on your balance sheet.

The remote work solution

Deep work in office environments is becoming less popular. Employees now expect hybrid working, and organisations need to deliver.

A hybrid working model is implemented from a team-based perspective and needs clarity around expectations, and mutual accountability combined with individual autonomy. The trick is that ‘the hybrid workplace’ isn’t any one single thing. It can look different in every individual organisation and team.

But when you tailor a workplace strategy and a hybrid working model that’s aligned to your goals, you create a culture grounded in purpose. When you get it right, you can expect to see:
oman stretching at her laptop screen enjoying a remote work solution

Hybrid work planning
and implementation

So, what are the possibilities with hybrid working and remote working solutions?
There are several elements you need to consider. Firstly, a hybrid working model doesn’t simply involve putting boundaries around where people work or picking the number of days people need to be in the office. It’s much broader than that. It is about having team-based conversations about deliberately designing the best ways of working to deliver on what needs to be done. And while you are at it, taking a broader perspective helps people understand where they fit and how they contribute to the culture and goals of both the team and the organisation.

Then there are the practices you need to design and embed to ensure inclusivity, effectiveness and individual well-being alongside a focus on outcomes. A well-designed model allows each of these elements to co-exist harmoniously.

There are also infrastructure decisions that need to be made. Investments in critical tech and space infrastructure can support collaboration across different time zones and locations, along with the deep work that’s disappeared from the office environment.

Finally, leadership in hybrid working has changed. Leadership in the hybrid workplace requires coaching, not directing. Establishing and nurturing psychological safety, being super clear on managing outcomes, grounding in purpose and values, amongst other skills that have moved from ‘nice to have’ to a ‘must have’.

This means you may need to change your approach to capability development and possibly your onboarding and offboarding practices.

A tailored solution

Your hybrid work model should be as unique as the DNA of your organisation. That means we can’t sell you a template or a set of policies. Instead, we partner with you to define your requirements and then design a solution that will serve your organisation now and into the future.

We also don’t rush into creating a hybrid work model before having your strategy and executive alignment in place. Our experience has shown us that strategy always underpins a successful hybrid work plan implementation.

So, to support your leaders with the skills and capabilities they need in the new hybrid environment, we can tailor leadership and management training.

You’re not alone in trying to navigate hybrid work. It’s a monumental shift taking place across industries all over the world. But with the right partner by your side, from strategy to implementation, you can confidently step into the future of work with the right framework in place.

‘OMD engaged Juggle Strategies at the beginning of our flexibility journey. Employee experience is a strategic and genuine priority for OMD and so ensuring we do this the right way was very important to me and the executive team. Juggle engaged with us to understand our business, ensure the executive team were aligned and understood the business case. 

We then undertook a diagnostic to understand our starting point, which then enabled us to design a set of guidelines to help our implementation tailored specifically for our people and the business. Kate and Maja trained our leaders in skills needed to implement and manage flexibility in their teams. The initiative has been very well received, the program has run smoothly and we have seen significant increase of take up of flexible work within our teams, which in turn has had a positive impact on our staff engagement.’


Build for the future

Organisations of all kinds need hybrid work models to thrive in the future. Designing your hybrid model for both now and the future, can set your business, and the people within it, up for success.

But it’s essential to remember that a hybrid work model is about far more than just how, where and when you work. It goes to the very heart of your culture.

Contact us today to discuss your unique organisational requirements and how we can help you design a hybrid working model to fuel your growth.