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HYBRID WORKING
Improving Productivity And Performance
© Operational Excellence Consulting. All rights reserved.

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LEARNING OBJECTIVES
2
Understand the definition,
concept, importance and
benefits of hybrid working,
including the challenges
faced in traditional hybrid
work models.
Define the best practices for
improving productivity and
performance management in
a hybrid work environment.
Describe the range of
processes and tools for
effective hybrid working and
successful applications of
hybrid work models.
NOTE: This is a PARTIAL PREVIEW.
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CONTENTS
3
INTRODUCTION,
DEFINITION AND
CONCEPT OF HYBRID
WORKING
IMPORTANCE,
BENEFITS AND
CHALLENGES
OBJECTIVES,
PROCESSES AND
TOOLS
BEST PRACTICES
AND SUCCESSUL
APPLICATIONS
01 04
03
02

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40%
of global companies are now hybrid (a combination of remote
and in-office work).
4
Source: Owl Labs

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“
The pandemic has
accelerated the shift to
hybrid working, but it was
always going to be the
future of work.”
SATYA NADELLA
5
CEO OF MICROSOFT

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THE FUTURE OF WORK
6
The vision of “The Future of Work” is to create an
environment where work is flexible, diverse, and
inclusive, and where workers can thrive and
achieve their full potential.

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WHAT IS HYBRID WORKING?
7
Employees can work
from anywhere?
Just a temporary
trend?
Out of sight, out
of mind?
?
? Only for certain
types of employees
or industries?

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© Operational Excellence Consulting. All rights reserved.
● Hybrid working, also known as
hybrid work model, refers to a work
arrangement where employees have
the flexibility to split their work between
two or more locations, typically
between working remotely and working
on-site
● In this model, employees can choose
to work from a variety of locations,
such as their home, a coworking
space, or a traditional office, depending
on their personal preferences and the
requirements of their job
WHAT IS HYBRID WORKING?
8

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WORK-LIFE BALANCE: BALANCING ONE’S PERSONAL LIFE WITH ONE’S
PROFESSIONAL LIFE AND RESPONSIBILITIES
9
Professional life and
responsibilities
Personal life
Hybrid working can play a significant role in improving work-life balance by providing
employees with more flexibility and autonomy over their work schedule.

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TYPES OF WORK ARRANGEMENTS
10
Hybrid
On-Site
TYPES
OF
WORK
MODELS
Remote
On-site work refers to work
that is performed in a
traditional office or workplace
setting.
Remote work refers to work
that is performed outside of
the traditional office setting,
typically from home or
another location.
Hybrid work refers to a work
arrangement that combines
elements of both on-site and
remote working.

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WHICH IS THE BEST HYBRID WORK MODEL?
11
Each type of work arrangement has its own benefits and
challenges, and the right choice depends on the needs
of the organization and the preferences of employees.

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THERE ARE TWO AXES OF HYBRID WORK: PLACE AND TIME
12
PLACE
TIME
Unconstrained
Constrained
Constrained Unconstrained
Anywhere,
9 to 5
Anywhere,
anytime
Traditional
office,
9 to 5
In the office,
anytime
Sources: Adapted from HBR, 2021

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1. A completely remote work model
where employees are never
required to come into the office
2. An excuse to reduce or eliminate
in-person collaboration and
communication
HYBRID WORKING: IS NOT
3. A one-size-fits-all solution that
works for every organization or
every employee
4. A model that eliminates the need
for clear communication,
accountability, and management
practices
13

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IMPORTANCE OF HYBRID WORKING
14
Reduce costs and
environmental impact
Attract and retain talent
Improve productivity
and performance
Enhance work-life
balance and well-being
IMPORTANCE
OF HYBRID
WORKING

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BENEFITS OF HYBRID WORKING FOR EMPLOYERS
15
Increased
productivity
Employees in a hybrid
work model often
report increased
productivity and focus,
as they are able to
work in a way that suits
their preferences and
needs.
Cost savings
Employers can save
on costs related to
office space and
equipment, as well as
commuting and travel
expenses for
employees.
Access to wider
talent pool
Employers can hire
talented employees
from a wider
geographic area, as
they are not limited by
location.
Increased employee
engagement
Employees who have
more control over their
work arrangements and
schedules are often
more engaged and
satisfied with their work.
Improved employee
retention
Employees are more
likely to stay with an
employer who offers
flexible work
arrangements, such as
hybrid working.

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COMMON MISTAKES ORGANIZATIONS MAKE WHEN IMPLEMENTING
HYBRID WORKING
16
Mistake Description
1 Lack of clear communication Without clear communication, employees may not fully understand the
expectations and requirements of hybrid working, leading to confusion
and frustration.
2 Failure to establish guidelines Organizations need to establish clear guidelines and policies for hybrid
working, including expectations for work hours, communication, and
collaboration.
3 Inadequate technology Hybrid working requires the use of technology to facilitate remote work,
and organizations need to ensure they have the necessary hardware
and software to support this.
4 Insufficient training Employees may need training on how to effectively work in a hybrid
model, including how to use remote collaboration tools and how to
maintain work-life balance.

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KEY CHALLENGES OF TRADITIONAL HYBRID WORK MODELS
17
COMMUNICATION
When employees are
working from different
locations, effective
communication becomes
critical. It can be
challenging to ensure that
everyone is on the same
page, particularly when
some team members are
physically present in the
office while others are
working remotely.
TECHNOLOGY
Hybrid work models
require reliable and
efficient technology to
support communication,
collaboration, and work
processes. This can
include access to high-
speed internet, secure file
sharing, and video
conferencing tools.
Inadequate or outdated
technology can create
bottlenecks and limit
productivity.
COLLABORATION
When employees are
working remotely, it can be
more difficult to
collaborate and work
together effectively. This
can impact the quality of
work, particularly in
creative or collaborative
industries where teamwork
is essential.
WORK-LIFE BALANCE
While hybrid work models
can offer greater flexibility,
they can also make it more
difficult for employees to
switch off and maintain a
healthy work-life balance. It
can be challenging to set
boundaries between work
and personal life,
particularly if employees are
expected to be available
outside of normal working
hours.
MANAGEMENT
Hybrid work models can
create challenges for
managers, particularly
when it comes to
managing teams with a
mix of on-site and remote
workers. Managers need
to ensure that everyone is
working towards the same
goals and that remote
workers are not excluded
from important meetings
or decisions.

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OBJECTIVES OF A REDESIGNED HYBRID WORKPLACE
18
Enhancing employee
engagement and
satisfaction
Improving productivity
and performance
management
Fostering
collaboration and
communication
Ensuring equity and
fairness in
performance
evaluation

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SET CLEAR EXPECTATIONS AND GOALS
19
In a hybrid workplace, it is important to have clear
expectations and goals for employees to achieve.
These should be communicated clearly and regularly
to ensure that everyone is on the same page.

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SETTING CLEAR GOALS AND EXPECTATIONS IS CRUCIAL IN ENSURING
THE EFFECTIVENESS OF HYBRID WORKING
20
Clarifies
responsibilities
By setting clear goals and
expectations, employees
know what they are
responsible for and what is
expected of them. This
clarity helps to avoid
misunderstandings and
confusion, which can lead
to reduced productivity.
Encourages
accountability
Setting clear goals and
expectations promotes
accountability.
Employees know what
they are responsible for
and are more likely to
take ownership of their
work and be accountable
for their results.
Improves
communication
Setting clear goals and
expectations encourages
regular communication
between managers and
employees. This open
communication helps to
identify any issues or
challenges that may arise
and find solutions to
address them.
Enhances motivation
Clear goals and
expectations can provide
employees with a sense of
purpose and direction,
which can increase their
motivation to perform well.
When employees feel
motivated, they are more
likely to be engaged in their
work and achieve their
goals.
Increases
productivity
When employees have a
clear understanding of
what is expected of them,
they can focus on their
work and be more
productive. They are less
likely to waste time on
tasks that are not relevant
to their goals and
objectives.

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THE IMPORTANCE OF STANDARD WORK IN ENSURING CONSISTENCY
AND EFFICIENCY
21
Standard work provides a clear and
consistent process for completing
tasks and achieving objectives,
regardless of the work environment.
Standard work helps to eliminate
variability and reduce errors, which
can improve quality and increase
productivity.
Standard work helps to ensure that
employees are working together in
a cohesive and collaborative
manner.
Standard work can also help to
facilitate communication and
collaboration, by providing a shared
framework and language for
discussing and resolving issues.
Standard work can be used to set
expectations and goals for
employees, which help to increase
engagement and motivation.
Standard work helps to identify
areas for improvement and drive
continuous improvement efforts.

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THE IMPORTANCE OF COMMUNICATION IN HYBRID WORKING
22
The most important thing about
communication in a successful
hybrid work model is to ensure
that communication is frequent,
transparent, and inclusive.

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KEY PRINCIPLES AND BEST PRACTICES OF HYBRID WORKING
23
Productivity
Promoting a results-
oriented work culture,
where performance is
measured by outcomes,
rather than hours
worked.
Collaboration
Encouraging teamwork
and effective
communication among
employees, regardless of
their location.
Trust
Fostering a culture of
trust between employees
and employers, based
on mutual respect and
accountability.
Flexibility
Allowing employees to
work from anywhere at
any time, based on their
own preferences and
needs.

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THE IMPORTANCE OF FLEXIBILITY IN HYBRID WORKING
ARRANGEMENTS
24
Attracts and retains top
talent
Improves employee morale
and job satisfaction
Can lead to increased
productivity and
engagement
Provides employees with
the ability to balance their
work and personal life
Enables organizations to
tap into a wider pool of
talent, regardless of
location
Increases diversity and
inclusion by accommodating
different work styles and
preferences
Reduces commuting time
and costs, which benefits
the environment and
employee well-being
Allows organizations to
adapt to changing
business needs and
circumstances

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Leadership
Discipline
THE LEAN DAILY MANAGEMENT SYSTEM CAN BE ADAPTED TO
IMPROVE THE EFFECTIVENESS OF HYBRID WORKING
25
LEADER STANDARD WORK
In a hybrid work model, leader
standard work should include
expectations for how leaders will
communicate and collaborate with
remote and in-person team
members, as well as how they will
monitor progress and hold team
members accountable for their work.
VISUAL CONTROLS
In a hybrid work model, visual
controls can include dashboards that
display real-time data on team
performance and project status, as
well as shared calendars and
schedules that help team members
stay aligned and aware of each
other's availability.
DAILY ACCOUNTABILITY
In a hybrid work model, daily
accountability can be facilitated
through daily check-ins or stand-up
meetings that provide opportunities
for team members to share updates
and discuss any issues or
challenges they are facing.
LEADERSHIP DISCIPLINE
In a hybrid work model, leadership
discipline should focus on
promoting a culture of continuous
improvement and creating
opportunities for team members to
share feedback and suggestions
for how to improve the hybrid work
model over time.

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THE ROLE OF LEADERSHIP IN SUPPORTING AND PROMOTING HYBRID
WORKING
26
Setting clear expectations
and goals for hybrid
working arrangements.
Encouraging open
communication and
feedback to identify and
address any issues or
challenges.
Providing the necessary
resources and support to
employees to enable them
to work effectively in a
hybrid model.
Continuously evaluating
and refining hybrid
working policies and
practices to ensure they
align with the needs and
goals of the organization
and its employees.
Emphasizing the
importance of work-life
balance and well-being in
hybrid working
arrangements.
Ensuring equity and
fairness in performance
evaluation and career
advancement
opportunities for all
employees, regardless of
their work arrangements.
Modeling hybrid working
behaviors and promoting a
culture of flexibility and
adaptability.

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EXAMPLES OF SUCCESSFUL HYBRID WORKING MODELS
27
The marketing
software company
has implemented a
hybrid work model
where employees can
work from home or in
the office. They have
also provided their
employees with a
home office stipend to
help them set up a
comfortable
workspace at home.
The cloud storage
company has
implemented a hybrid
work model, where
employees can work
from home or in the
office. They have also
given employees the
freedom to choose
their own work hours.
The tech giant has
embraced a hybrid
work model that
combines remote
work with in-person
collaboration. The
company has
implemented a range
of digital tools to help
employees stay
connected and
collaborate
effectively, regardless
of their location.
The automotive
company has
implemented a hybrid
work model where
employees have the
option to work from
home or in the office.
They have also
implemented a
flexible work
schedule, allowing
employees to work
outside of traditional
office hours.
Employees can
choose to work from
home, in the office or
a combination of both.
The multinational
conglomerate has
also implemented a
results-driven
approach, where
employees are
evaluated based on
their output rather
than the time they
spend working.

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TIPS AND RECOMMENDATIONS FOR ORGANIZATIONS LOOKING TO
IMPLEMENT A HYBRID WORKING MODEL
28
Set clear policies
Develop policies that outline
expectations, guidelines, and
responsibilities for hybrid
work, including
communication protocols,
technology requirements, and
performance metrics.
Communicate effectively
Communication is key in
hybrid work, so it's important
to establish regular
communication channels and
encourage open and
transparent communication
among all team members.
Provide the necessary
tools and technology
Ensure that all team
members have access to the
necessary tools and
technology required for hybrid
work, including reliable
internet connectivity,
hardware, software, and
collaboration platforms.
Prioritize cybersecurity
Implement robust
cybersecurity measures to
protect sensitive data and
networks from potential cyber
threats, including using
VPNs, multi-factor
authentication, and firewalls.

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“
We will not go back to the way
things were pre-pandemic. We’re
going to move forward with flexible
work arrangements that support
our associates in both their
professional and personal lives.”
DOUG MCMILLON
29
CEO OF WALMART

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Operational Excellence Consulting is a management
training and consulting firm that assists organizations
in improving business performance and effectiveness.
Based in Singapore, the firm’s mission is to create
business value for organizations through innovative
design and operational excellence management
training and consulting solutions. For more
information, please visit www.oeconsulting.com.sg
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