Hybrid Working: Do You Need a Policy, or Can Culture Carry It?

We recently had a great conversation with a client about hybrid working. They had arranged some training and one individual chose to attend virtually. Was it the best way that person could learn? Did the rest of the group have a great learning experience with one team member dialling in? The client wondered if they should have stipulated in-person attendance.

The question was simple—but not easy:

"Should we have a formal hybrid working policy so we are clearer on expectation, or do we just encourage a flexible culture and let people make their own choices?"

It’s a debate many organisations are still having. On one hand, a policy gives clarity and consistency. On the other hand, you want to give people the freedom to flex—because trusting people to do their job in the best way for them, is where you get real buy-in and commitment.

At Holla HR, we think both can work. Policy and culture aren’t enemies. The best results come when they work together. A strong culture creates trust and autonomy. A sensible policy sets boundaries and expectations. That’s where hybrid working really thrives.

💡 Why Hybrid Working Works

We’ve seen first-hand how hybrid working can be a win-win. Here’s why it’s still a hot topic—for all the right reasons:

✅ Less commuting, more living – people get time back in their day and feel energised to give their all to their job when they're not stressed from sitting in traffic for hours.

✅ Better balance – caring responsibilities, waiting at home for a delivery, or simply walking the dog, can become manageable parts of the day.

✅ Offices used with purpose – come together for collaboration, connection, and creativity, not just sitting at a desk responding to emails.

✅ Smart use of tech – software like Zoom or Microsft Teams are not just pandemic tools. They help you connect with others in a flexible way without booking meeting rooms and sending lengthy emails with everyone CC'd.

✅ Improved productivity – when people have autonomy and trust, motivation and output are natural by-products.

⚠️ The Challenges with Hybrid Working

Of course, as with anything, hybrid working comes with its own set of challenges:

🔸 Keeping your culture alive – casual chats by the printer are still really important, try to create these types of situations by proxy.

🔸 Communication has to be intentional - things can get lost when people are operating remotely.

🔸 Home-life distractions – not everyone has a quiet home office. We have to trust individuals to manage their environment.

🔸Remote working with purpose - trusting individuals to identify the types of tasks that can be undertaken remotely versus what is better face to face, is not always easy.

🔸 Work-life blur – again, we have to be intentional about boundaries, otherwise flexibility turns into burnout.

🔸 Wellbeing gaps – out of sight shouldn’t mean out of mind, make time for regular check-ins.

🧭 So… Do You Need a Policy?

While we don't like paperwork for the sake of it, having a clear Hybrid Working Policy can help —especially if you’re growing fast, managing change, or just want everyone to know where they stand.

Here’s what a solid, practical policy should include:

📌 When office working is expected – for example; team days, client meetings, onboarding new starters, training (especially where there are interactive aspects), collaborative project discussions and activity.

📌 Consider what can be done remotely – focused work, admin, virtual meetings, solo tasks.

📌 Signpost to formal flexible working requests – the legal frameworks still apply and are absolutely needed.

📌 Acknowledge inconsistencies - if there are parts of your workforce that cannot work remotely i.e. customer facing activity, make sure you address that. And if there is a trade-off for those populations, such as break rooms with free perks (hello nice coffee machine!), let it be known.

📌 Wellbeing - it isn’t just a buzzword, back up your wellbeing approach with clear actions and strategy.

📌 Performance based on outcomes - be specific on what will be measured and how. It's not who’s first to send a Teams message in the morning.

📌 Ensure communication methods are outlined clearly – video calls, chat tools, one-to-ones are all needed to stay connected. Make sure there's a mix of approaches so everyone’s included and knows what to expect.

🚀 Hybrid Working Version 2.0

Hybrid working isn’t something static, it evolves. What worked last year might need revising as company objectives and focus change. Having a policy is great, but policies are ALWAYS only a framework. Leaders have to be comfortable interpreting policy content and leading in the messy middle.

Stay flexible to things changing and make sure you listen to your team. Make sure that as things change and evolve, you react and ensure there are ways of working and technology to support new activity. If you do implement a policy, be open to reviewing it regularly and ensure it is fit for the business and your environment. Reach out to others in your sector to find out how they operate. Remember, imitation is the best form of flattery. And most importantly, ensure that everyone is clear, ensuring your leadership and management teams are trained and able to have tough conversations and know how to address matters that crop up.

Hybrid working gives people choice, supports productivity, and helps businesses be more human. But it’s not just about where people sit—it’s about how they feel, what they achieve, and how they connect.

Whether you decide to implement a policy, offer full flexibility, or something in between, the key is to stay open, have human conversations, keep things clear, and lead with purpose.

Need help shaping your hybrid approach, building your policy, or training your leaders to make it work? That’s what we’re here for. Holla at us....we’ve got you..... drop us an email on info@hollahr.com