The rise of hybrid working has transformed how and where we work, with over80% of UK organisations now adopting flexible models. Many require employees to be in the office two or three days a week, but often this leads to a frustrating reality: employees commute in, only to sit alone due to hot desking or colleagues working remotely. This raises an important question—why ask people to be in the office if there’s no meaningful purpose for them to be there?
For seasoned employees, this might be manageable—they can connect across teams or focus on independent tasks. But for new starters, this environment can feel isolating, making it harder to build relationships and integrate into the organisation. A lack of thoughtful onboarding risks leaving them disengaged and struggling to connect.
Why Onboarding Needs a Hybrid Upgrade
Research shows that well-designed onboarding boosts engagement, performance, and retention. Yet traditional approaches, relying on in-office shadowing or informal networking, don’t adapt well to hybrid models. Without intentional design, onboarding risks leaving new hires disconnected from their teams and the organisation’s culture.
How Leaders Can Create Engaging Onboarding
Leaders must take the lead in ensuring new hires feel supported, both virtually and in person. With thoughtful planning, organisations can make hybrid onboarding effective and engaging.
Tips for Leaders to Improve Hybrid Onboarding
1.Give Office Time a Purpose
Avoid asking employees to come in just to sit alone. Plan team days, one-on-one meetings, or introductions with key colleagues. Make their office time meaningful.
2.Blend In-Person and Virtual Interactions
Use office days for team-building and face-to-face connections, complemented by virtual coffee chats or regular check-ins to maintain momentum remotely.
3.Facilitate Early Connections
Assign a buddy or mentor to help new hires navigate the organisation. This ensures they feel supported and connected from day one.
4.Provide Clarity and Resources
Share a clear onboarding roadmap, outlining goals, expectations, and resources. A structured plan helps new hires acclimate faster, even when remote.
5.Create Opportunities for Informal Interaction
In hybrid environments, informal “watercooler moments” need to be intentional. Organise shared lunches, virtual socials, or collaborative online spaces to foster community.
6.Gather Feedback and Adapt
Regularly check in with new hires to gather feedback. Use insights to refine onboarding and ensure it meets hybrid team needs
Asking people to come to the office without purpose risks alienating employees and undermining the benefits of hybrid working. Thoughtful onboarding provides the structure and connection needed in a dispersed workplace.
By redesigning onboarding with intention, leaders can create a process that fosters inclusion, engagement, and collaboration from day one—ensuring new hires feel supported, valued, and ready to thrive.