Implementing hybrid work: Between flexibility and structure

Since the pandemic, it has become clear that hybrid working is here to stay. But what does this actually mean for companies and employees? Between home office and everyday office life, new rules, tools and, above all, a new attitude are needed.

1. Create clear agreements – instead of gray areas

Most companies have now introduced fixed office days - typically two to three per week. But many employees want more autonomy. What's important is not to make general rules, but to make decisions based on teams and tasks.

2. Technological infrastructure as a basis

No hybrid model works without reliable digital tools. In addition to standard solutions such as Microsoft Teams, Zoom or Slack, many companies use:

• Virtual whiteboards like Miro or MURAL
  
  
• Project management tools like Asana, Trello or Notion
  
  
• Data protection-compliant cloud solutions (e.g. Nextcloud)

Also important: digital skills training for everyone – because technology only makes a difference if it is understood.

 According to the Bitkom study 2023, 72% of companies see a need to catch up in digital collaboration.

‍

3. Leadership must be rethought

Hybrid working requires a different form of leadership at a distance. Control culture no longer works - what is needed is trust, communication and results orientation.

Training for managers is essential: remote communication, psychological safety and hybrid team leadership are mandatory today.  Regular 1:1 discussions, clearly defined goals (OKRs) and a transparent feedback culture strengthen bonds despite distance.

 Source: Fraunhofer IAO, “Designing hybrid work” (2022)

‍

4. Workplace design – home and office

Home office is no longer an emergency solution, but an integral part of modern work. What it takes:

• Ergonomic equipment for the home (e.g. through grants or rental equipment)
  
  
• Rooms for concentration & collaboration in the office
  
  
• Desk sharing instead of fixed seats – combined with booking tools
  
  

Offices are changing: away from the “workplace” and towards social hubs that enable meetings, exchanges and creative work.

Study: Gensler Workplace Survey 2023 shows that employees come to the office primarily for teamwork and brainstorming.

‍

5. Sustainable rules for hybrid working

For hybrid work to work in the long term, it takes more than tools. It takes clarity, culture and continuous reflection.

Important success factors:

• Clear rules: Who decides on office presence? How are meetings organized?
  
  
• Culture of trust: Away from “Who has been online the longest” to “What has been achieved?”
  
  
• Consideration of individual and team-related needs
  
  
• Transparent communication & participation in design

Source: Deloitte Human Capital Trends 2023 – 84% of managers see flexibility as a crucial competitive factor.

‍

Conclusion: Hybrid work is not a model – it is cultural work

Implemented correctly, hybrid work brings more flexibility, productivity and satisfaction. But: It only works if clear framework conditions, suitable technologies and a culture of trust come together.

Anyone who thinks about hybrid work strategically instead of just “organizing” it will make their company future-proof.

‍

Sources:

• Bitkom e.V. (2023): Home office & hybrid working in Germany
  
  
• Deloitte Human Capital Trends (2023)
  
  
• Fraunhofer IAO (2022): Designing hybrid work
  
  
• Gensler Workplace Survey (2023)
  
  

Telekom HR Report (2023)