Hybrid ways of working

What this method does

A short cycle that starts from real business constraints to build presence rules team by team, rather than a uniform policy decided at headquarters. Rules are tested, then adjusted.

When to launch it

• The remote-work policy is worked around in half the teams.
• Managers decide case by case and fairness no longer holds.
• The collective is eroding and nobody knows which rule to change.

How it runs

1. 1

   Constraints

   Each team documents its real presence constraints.

2. 2

   Working cycles

   Rules are built in sessions, by groups of comparable roles.

3. 3

   Test and adjust

   One cycle of application, then a revision based on what was experienced.

What you get

• Presence rules per team, with the reasoning behind them
• A common fairness frame across roles
• Test-cycle review and the adjustments retained

What is measured

• Presence constraints by activity
• Perceived effectiveness remote and on-site
• Fairness across teams and roles
• Quality of the collective bond

Who it is for

HR and operational leaders setting or revising a remote-work policy.

The firm