Building a hybrid work culture: actionable strategies for HR

Two in five HR leaders (41%) are concerned that hybrid work arrangements compromise the connection of employees.

The concept of hybrid work has become commonplace. Before the pandemic, and more so during and after, the trend of working from home or anywhere other than the office has accelerated. Thus, discussing this shift is not newsworthy anymore.

The impact of new working modalities

However, a transformation underlying this change has become apparent in businesses several years later: business culture has also been transformed by the new working modalities. The challenge is clear: how can mutual trust, values, and common goals be cultivated without nearly sharing time or space as a team and with leaders?

As employees alternate between home and office environments, a fundamental aspect of organisational life—company culture—has been questioned. Recent research by Gartner reveals that 41% of HR leaders are concerned that hybrid work arrangements compromise employees' connection to culture. Additionally, 47% of HR leaders are unsure how to effectively drive change to achieve the desired culture in this new paradigm.

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The essence of organisational culture, traditionally nurtured within office walls, now faces unprecedented challenges. The decreased in-person interactions, reduced time spent in physical offices, and shrinking employee ecosystems have upended the traditional cultural experience.

Rational alignment and emotional connection are essential, according to Gartner's research. Employee culture connectedness can increase by up to 43% when culture is integrated into work, by up to 27% when employees experience emotional proximity, and by up to 19% through micro-based experiences.

Emotional connectedness and a sense of belonging and purpose

Gartner experts point out that today's main challenge is the uncertainty about how to reshape culture for the hybrid workplace. The study underscores that alignment and connectedness, similar to the left and right hemispheres of the brain, are critical in shaping organisational culture. Rational alignment ensures employees understand and embody the company's core values and goals.

Conversely, emotional connectedness fosters a sense of belonging and purpose, driving engagement and productivity. However, in the hybrid work model, connectedness often suffers without deliberate efforts to nurture it.

"The new imperative is to facilitate connectedness by intention," states Gartner.

The most successful organisations recognise the importance of prioritising cultural connectedness in a hybrid environment. They enable employees to engage with the company's culture regardless of physical location, establishing an emotional bond that transcends geographical boundaries.

Moreover, these organisations empower teams to cultivate vibrant and healthy microcultures within their respective domains, fostering collaboration and cohesion.

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How HR leaders can foster a vibrant and healthy microculture 

To address concerns about maintaining and nurturing organisational culture in a hybrid work environment, HR leaders can consider the following action items:

Foster open communication: Establish regular and transparent communication channels that allow employees to share their thoughts and feedback. This can include town hall meetings, anonymous surveys, and open forums.

Enhance virtual collaboration: Invest in technology and tools that facilitate seamless collaboration and interaction among team members, regardless of their physical location.

Promote shared values and goals: Regularly communicate the organisation's core values and goals to ensure all remote or onsite employees understand and are aligned with them.

Cultivate emotional proximity: Create opportunities for employees to connect personally through virtual team-building activities, informal catch-ups, and recognition programs celebrating achievements.

Implement micro experiences: Encourage the development of microcultures within teams or departments by supporting small-scale initiatives that reflect and reinforce the broader organisational culture.

Prioritise inclusion: Ensure all employees, including remote workers, have equal access to information, resources, and opportunities. This includes being mindful of time zones and scheduling inclusive meetings.

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Develop leaders for hybrid management: Equip managers and team leaders with the skills and tools they need to effectively manage and support their teams in a hybrid setting. This includes training on remote leadership, empathy, and digital communication.

Monitor and measure culture: Regularly assess the state of your organisational culture through surveys, focus groups, and other feedback mechanisms. Use this data to make informed decisions and adjustments to your cultural initiatives.

Encourage physical meetups when possible: Organise periodic in-person gatherings, workshops, or team retreats to strengthen bonds and foster a sense of belonging among team members.

Leverage technology for culture diffusion: Use digital platforms to share stories, celebrate successes, and promote values that reinforce the desired culture, ensuring that these elements are consistently integrated into the work environment, whether physical or virtual.

By taking these steps, HR leaders can help mitigate the challenges posed by hybrid work arrangements and ensure that their organisational culture remains vibrant, inclusive, and aligned with their strategic objectives.