The future of work is flexible. But here’s the kicker, the future is here and it’s more than just flexible, it’s hyflex. Hyflex is a combination of all the best attributes of both hybrid and flexible systems. So, hyflex work policies are a delicate combination of everything we love about those for hybrid and flexible workplaces individually.

Having clearly established policies in the workplace helps your company ensure they follow all regulatory requirements and improves team culture and employee satisfaction by eliminating the ability for managers to play favorites or treat employees unfairly. But— Upwork found that more than half of companies still don’t have a formal remote work policy

We know...policies can be hard. But fear not, we made a guide and templates for creating remote and flexible work policies, try it out!

Hyflex workflows and HR procedures are a natural response to the evolving needs of the modern employee. Last year, 70% of full time workers in the United States worked from home during COVID-19 and 77% agreed that after COVID-19, having the option to work from home would make them happier. As employees become more flexible, so should the operations and infrastructure built to support them.

What do hyflex policies mean for the workplace?

Hyflex policies are not so much a solution to a problem as they are an industry wide adjustment to keep up with constantly evolving employee trends. Hyflex work policies are designed to support these modern employees, regardless of what flexible work schedule they use and which hybrid policies they most appreciate. When you implement a hyflex model at your organization you are communicating to your employees that you care about their needs and are committed to supporting them, no matter their individual requirements.

Hyflex policies allow employees to:

  1. Be more autonomous
  2. Maximize productivity by working where and when they are most effective
  3. Improve work-life balance
  4. Save money and time on commute

On the opposite side of the coin, they allow employers to:

  1. Increase employee accountability
  2. Maximize employee productivity
  3. Improve employee job satisfaction, engagement and retention
  4. Save money on real estate costs and perks like communal food

Depending on the policies you choose to incorporate into your workplace culture, it could require you to reorganize or reconstruct your office spaces. To be sure you are prepared to support your employees as they return to work, check out our guide to Outfitting your Office to Support the Return to Work.

How to Create a Hyflex Work Policy

Creating a hyflex work policy at your organization is more straightforward than it may seem. Let’s start with the good news. You already have access to your greatest resource during this process: your employees.

When implementing any change in your workplace, it is always a good idea to start by running it by your employees. After all, they are the ones who will be most affected by any new policy or change to the workplace environment. Additionally, the most effective and best received hyflex policies are those that have been specifically created to support your employee’s needs. No two modern employees have the same professional needs, so no two hyflex work policies should be composed of the same elements.

Before implementing any major changes, reach out to your employees, team leaders and department heads and have an open dialogue with them about what hyflex policies will best support them and their changing needs. The best hyflex policies support the company as a whole and every single individual employee. If you inadvertently neglect the needs of the individuals that make your company so unique and successful, then you run the risk of missing out on some valuable information that you can use to optimize the workplace for everyone.

For example, if you forget to address communication expectations and time zone considerations in your policy, your sole team member working from the opposite coast might come to you after they’ve been asked to join meetings at 6 am their time one too many times. At that point, they may be too burned out to consider sticking around and seek out another employer. 

Considerations for Updating Your Remote, Flexible or Hyflex Work Policy

  • Communication expectations
  • Physical work location expectations
  • Technology expectations
  • Meeting expectations
  • Schedule expectations
  • Manager/employee expectations
  • Time zones
  • Exceptions to the policy
  • Procedures associated with the policy

Make sure to consult with your legal team, human resources team and leadership team before finalizing your policy. Policies are living documents, so review your policy regularly to make sure it stays current and continues to support your employees, not hold them back.

Top Hyflex Policies to Support Your Flexible Employees

After you’ve made yourself available to your employee’s needs, you can begin implementing hyflex work policies at your organization. Remember, not all hyflex policies are made up of the same ideas and protocols. Instead, they are a culmination of flexible workspaces, flexible schedules and hybrid policies.

When choosing which factors to include in your policy, keep these top hyflex policies in mind:

  • Meeting free days
    Days where employees have no scheduled meetings allowing employees to have deeper, uninterrupted work sessions. 80% of full time employees agree or strongly agree that there should be a day a week with
    no meetings at all.
  • Room booking
    To avoid double booking desks, meeting rooms, and huddle spaces you will want to incorporate a room booking system to allow both on-site and remote workers the opportunity to reserve work spaces for themselves and their teams ahead of time.
  • Compressed work week
    Also known as a 4 day work week, this is when employees fit 40 hours of work into less days than the standard 5 and is ideal for employees who work more independently and are not required to regularly attend meetings.
  • Hotdesks
    Also known as flex-desking, employees can reserve desks ahead of time when they will be working on-site, ensuring that no desk space is unnecessary and workplace resources are maximized to make up for an overall decrease in unused office space.
  • Core hours
    A way for employees to have a few hours each day where they are available for meetings and team communication but reserve the rest of the day for independent, uninterrupted work. 74% of full time workers agree or strongly agree that they should have core hours.
  • Daily flexible schedule
    Ideal for employees who are rarely required to attend meetings, a daily flexible schedule policy allows employees to work during different hours each day.
  • Interactive maps 
    For flexible employees who skew remote-heavy and could be uncomfortable working on-site, interactive maps show employees which areas are being occupied and which ones are open for use.
  • Huddle pods
    In place of standard oversized conference rooms, create smaller huddle pods instead for employees to conduct one-on-one in-person or hybrid meetings.
  • A combination of synchronous and asynchronous communication strategies
    Used to keep teams connected regardless of where team members are working from on any given day
  • Setting appropriate short and long term expectations
    To better support the remote/on-site work balance of hybrid employees
  • Providing education, training, and tools
    Hybrid employees and teams need the necessary educational materials and access to tools, remote collaboration software, and project management systems to ensure a smooth transition

As long as our employees continue to evolve with the changing industry tides, so too will the policies we construct to support them. To ensure you are fully prepared for the hyflex future, here is our guide for employees and employers on How to Win at Remote and Flexible Work.