How to Make the Work-Anywhere Model Work

The speed and scale of workplace changes over the last two years have been truly astonishing. In the midst of these pandemic-era adjustments, what elements of the hybrid work model (for lack of a better term)… work?
by Kate Galbincea on May 19, 2022
Graphic design featuring two black and white panels against a yellow background; one panel shows a city skyline, the other depicts a suburban house and a tangible world.

A new norm brings new challenges

Hybrid workplaces are becoming the new norm, and while the structure provides flexibility and balance for team members, it also presents some new challenges for productivity and workflows.

Consider the what, where and when of your work

To help maximize productivity in the various workspaces the model allows for, communication and planning are crucial to success. Teams should consider WHAT work is happening, WHERE the work is happening, and if a workforce is spread across multiple time zones, WHEN the work is happening. All are equally important factors in the equation.

When teams are working in an office, think about prioritizing relationship-building, collaborative work (like brainstorming), and workshops. Days spent offsite can focus on independent, routine tasks like emails, research, and heads-down work.

For example, kicking off a new project or brainstorm is a good reason to come together in person. Once the work is laid out and teams know what’s expected, the project can shift to a workflow that can be managed remotely.

Build openness and inclusivity into your model

Having open conversations and continuous feedback loops with teams about these expectations can help ground employees, and provide clear guidelines for independence. This will ultimately free them up to focus on the work, leading to smoother operations and productivity. 

Here are some things to consider when building a hybrid model to make sure it feels inclusive for all types of workers:

Availability: Establish a core set of hours when teams should be available for meetings, and make sure it’s comfortable for all times zones

Training: Develop training and onboarding resources that will work for both in-person and remote employees 

Culture: Plan inclusive cultural activities that allow employees to participate from anywhere and feel like a part of the team

Mentorship and growth: Ensure that all employees have access to the same level of coaching and opportunities

Creativity and collaboration: Cultivate strategies to foster an open dialogue and free-form thinking, even when employees can’t be in the same room

Subscribe for

more Slant

Drop your e-mail below to get news, updates & blog posts.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

You might

also like


444 N. Wells St.,
Suite 204
Chicago, IL 60654
107 N. Hale St.,
Suite 200
Wheaton, IL 60187
Charlotte, NC
Los Angeles, CA
Colorado Springs, CO
linkedin iconinstagram iconx iconfacebook icon
Drop your e-mail below to get news, updates & blog posts.
© 2024 Simon/Myers, LLC.