The emergence of hybrid work represents a seismic shift in the modern workplace. Hybrid work refers to a flexible work arrangement where employees split time between working remotely and working in the office. Many companies have embraced hybrid models as a means of attracting and retaining talent, promoting work-life balance, and adapting to changing workforce preferences.
In this guide, we delve into the intricacies of hybrid work and its effects on mental well-being. We provide actionable strategies for executive leaders, managers, and HR leaders to foster a mentally healthy culture.
How does hybrid remote work impact employee wellbeing?
In ideal circumstances, hybrid work benefits employees and employers by combining the flexibility and autonomy of remote work with the collaboration and connection of in-person work. But many organizations are still learning and adapting. Research consistently demonstrates positive and negative effects on employee wellbeing, highlighting the need for employers to proactively address this issue.
Benefits of hybrid work on employee mental health include:
Reduced mental health challenges: A University of Pittsburgh study found that states with a higher percentage of companies offering flexible work arrangements had significantly lower rates of depression among employees.
Flexibility: Workers have greater control over their schedules, better work-life balance, time for personal needs, and reduced stress.
Productivity: When employees work from their desired location, they tend to be less burned out, and experience fewer interruptions an office environment creates.
Retention: Research from Stanford University showed that a shift from full in-person to hybrid work resulted in a 33% drop in resignations.
Some challenges of hybrid work on employee wellbeing include:
Feelings of Loneliness: Hybrid work creates less face-to-face time with colleagues, and can cause feelings of disconnection and loneliness.
Blurred Boundaries: The boundary between work and personal life may become blurred, leading to longer work hours and increased stress.
Communication challenges: Effective communication and collaboration can be more challenging in hybrid work environments.
The need to be “on” all of the time: Constant connectivity and expectation of immediate responsiveness, also called “urgency culture,” can lead to increased stress and anxiety.
What role does leadership play in the wellbeing of a hybrid workforce?
Leadership plays a crucial role in promoting employee wellbeing by setting the tone and shaping organizational culture. There are five key actions business leaders can take to support their hybrid workforce.
Establish clear policies and guidelines.. This includes communicating clear policies and expectations for being in the office vs. remote. It also includes making sure all employees understand company expectations for communication and collaboration within their hybrid environment.
Communicate and regularly check in. Leaders should facilitate open communication and foster a sense of belonging among remote team members. Regular check-ins, virtual team-building activities, and opportunities for informal interaction can help maintain connections and strengthen relationships within the team.
Lead by example. Leaders who prioritize their own well-being in a hybrid workplace demonstrate the importance of self-care and set a positive example for their teams.
Encourage boundaries. Leaders should encourage and model clear boundaries to promote work-life balance. This can include actions like not contacting employees after working hours, or rescheduling emails to be sent during work hours.
Ensure equal opportunities. Leadership recognition and communication around policies should help ensure equal opportunities for advancement and fairness for all employees, regardless of work location.
Strategies for managers to support employee mental health in hybrid workplaces.
Managers play a pivotal role in the wellbeing of their teams. Transitioning between environments and flexible arrangement requires additional considerations. Here are a few strategies managers can implement to support mental health in hybrid workplaces.
Regular Check-ins: Given the lack of chance interactions, maintaining open lines of communication through regular check-ins is crucial. Managers should schedule (and maintain) regular one-on-one check-ins to build relationships, discuss workloads, provide feedback, address challenges, and collaborate. Check-ins provide a forum for employees to receive personalized support and for managers to better understand the needs of their team.
Effective communication: Open and regular communication around strategies, goals, projects, priorities, timelines, and decisions becomes even more important when team members are spread across different locations. Managers should be intentional about using technology and different communication channels, while leveraging in-person time for more difficult conversations or collaboration that lends itself better to face-to-face interactions. They should also aim to provide regular feedback to develop a culture of accountability.
Focus on Outcomes: In a hybrid-remote environment, managers need to focus and manage towards outcomes rather than relying on being able to consistently see what team members are focused on. A focus on outcomes, and not seat time, can create an effective environment of trust and collaboration in a hybrid-remote environment.
Flexibility and Autonomy: Empowering employees with flexibility in their work arrangements and autonomy over their schedules can alleviate stress and enhance overall job satisfaction. Trusting employees to manage their time effectively fosters a sense of ownership and reduces the pressure to constantly be available.
Culture-driven wellbeing strategies HR leaders can implement in hybrid workplaces.
Maintaining a strong, positive company culture is vital for employee engagement, productivity, and mental health. New employees often come to understand company culture by watching their colleagues and managers for norms, values, and behaviors that characterize company culture. In a hybrid-remote workplace, companies need to be more intentional to codify, translate, and maintain a positive culture. Here’s three ways organizations can do this.
Codify and share company values and cultural touchstones: While company culture is more of a verb than a noun, codifying company values and how these values translate into action can help clarify what the culture it hopes to achieve. Values are often manifested through celebrations, awards, regular practices, and communications that reinforce and extend that culture.Employees can review the company values and description of its culture and actions can then be incorporated into accountability systems–such as feedback or performance reviews–to make them more concrete.
Inclusive Decision-Making: Inclusive decision-making processes ensure that remote employees have a voice in shaping the company direction and effectiveness. Soliciting feedback, conducting surveys, and involving remote workers in decision-making processes promote inclusivity and ownership.
Celebrating Milestones: Recognizing and celebrating milestones, both personal and professional, reinforces a positive company culture. Whether it's work anniversaries, project successes, or personal achievements, acknowledging these milestones fosters a sense of appreciation and belonging.
You don't have to figure it out alone.
At Mind Share Partners, we’ll help you create a custom strategy to support mental health and wellbeing in your hybrid workforce, and guide you along the way.
Michael Davis is a Principal at Mind Share Partners. Michael leads impact-focused advising for companies and leaders on how to create a culture of support for mental health in the workplace. He facilitates Mind Share Partners’ workplace training and leads strategic projects. Michael holds a Masters of Social Work from the University of Michigan and a Masters of Teaching from Dominican University. He graduated cum laude from Yale University with a B.A. in Psychology.