Hybrid handbook Oyster Academy Time zone crossover calculator Managing teams Hybrid work articles
A few years after the start of the remote work revolution, it’s safe to say that we are currently undergoing a hybrid workplace transformation. More than half (54%) of U.S. workers are now hybrid, and a Gallup survey indicates that six in 10 employees want to work on a hybrid basis.
So, what does that mean for the way we work? Like most things these days, hybrid work can often feel like you’re building the plane as you’re flying it. How do you ensure that remote and in-office staff experience the workplace in equitable ways? How do you keep teams on target when they’re distributed across locations and time zones?
At Oyster, we’re well known for our belief in the power and opportunity of remote and distributed work. But, increasingly, our customers and communities are telling us that they plan to stay hybrid for longer to offer their employees and teams more flexibility and opportunity to scale across locations. We want to help them, and you, get it right.
Explore our Hybrid Hub resources for actionable tips, best practices, and Oyster Academy courses to set you and your teams up for success.
<aside> 💡
Hybrid work can incorporate a few different models:
Fixed: This is when a company determines which days of the week employees should come into the office and when they can work from home.
Flexible: Here, employees choose when they will come to the office. They may still have to commit to a minimum number of days per week, but they decide which ones work best based on their personal schedule.
Office-first: Employees spend most of their workdays in an office setting. They have the option to work remotely on certain occasions.
Remote-first: As the norm, employees work remotely. They only come into the office for specific events.
</aside>
Grab your copy of Oyster’s hybrid handbook and discover the tools, best practices, and insights needed to support a thriving hybrid team. Download now
Brushing up on your remote work fundamentals is easier than ever with our free Oyster Academy courses. Learn more
Go to our time zone crossover calculator
Proximity bias occurs in the hybrid workplace when a leader favors a colleague they see on a regular basis over one that works from home more often. In many cases, this may be unintentional—though KPMG reports that 84% of CEOs surveyed admitted they are “likely to reward employees who make an effort to come into the office with favorable assignments, raises, or promotions.”
Proximity bias can be harmful, and though often unintentional, can foster a culture where some employees feel less belonging than others.
<aside>
🔍 If there’s an open spot for promotion, let all employees know at the same time and ensure equal access to any relevant materials or resources, like interview coaching sessions.
🔍 Ask candidates to submit a blind assignment so you can assess it based on the work alone.
🔍 Make a conscious effort to set aside any bias you may have. Ask yourself: Are you rewarding someone because you like working alongside them or because they’re the best person for the job?
</aside>
With a hybrid team attendance model or a team structure where some employees are based in a centralized location while others are remote, robust communication can unlock stronger performance and collaboration. But managers and leaders need to be more intentional.
Here at Oyster, we talk a lot about equal access to information. Are you documenting processes and centralizing them so everyone has access? Are you recording standups and team syncs so colleagues in different time zones can catch up on after-hours meetings when they're back at their desks?
These seemingly small changes can have a big impact on whether team members feel included and empowered to succeed in their roles.
In addition to providing equal access to information, set your teams up with communication tools that make it easier to stay on top of projects, updates, and goals.