As hybrid working becomes the norm for many small businesses, HR professionals are being called on to adapt – fast. Gone are the days when HR strategy could centre around a physical office. Today’s people policies must work wherever work happens.
Hybrid work offers flexibility, freedom, and new ways of working – but it also presents fresh challenges. From ensuring compliance to nurturing company culture, senior HR professionals are being asked to rethink what an effective people strategy looks like in this new landscape.
Let’s explore how small businesses are adjusting, and what practical steps HR consultants can take to support them.
Why hybrid HR strategy matters more than ever
Small businesses don’t just need a policy update – they need a mindset shift. Hybrid isn’t a short-term fix anymore; it’s a long-term way of working. That means HR support has to evolve too.
A good hybrid HR strategy helps SMEs:
- Attract and retain talent with flexible, life-friendly roles
- Maintain compliance with evolving employment law and health and safety duties
- Build trust and connection across dispersed teams
- Create policies that reflect how, when, and where people now work
- Support performance, wellbeing and development regardless of location
For HR consultants, this shift brings opportunities to add real strategic value – by helping business owners align hybrid ways of working with their goals, values and responsibilities.
Writing flexible work policies that actually work
Creating a flexible working policy isn’t just about allowing home working two days a week. It’s about designing something bespoke that fits the business – and that people actually use and understand.
Tips for crafting effective hybrid policies:
- Start with roles and responsibilities. What tasks genuinely require in-person attendance? Which can be done remotely? Be specific.
- Include guidelines for availability. Rather than fixed hours, think about agreed availability windows, especially for teams working across different locations or time zones.
- Set expectations clearly. Communication, responsiveness, use of systems, performance management – all need to be considered and built in.
- Don’t forget about health and safety. Employers are still responsible for staff working from home. Your policy should include a simple risk assessment and guidance on homeworking environments.
- Keep it simple and accessible. Use plain language and make sure the policy is available in shared digital spaces.
For many small businesses, this is new ground. Your role as an HR consultant is to keep it practical, legal, and tailored to their size and setup.
Managing remote and hybrid teams
Even for close-knit teams, moving to hybrid work can test communication, collaboration, and trust. HR professionals are key in helping managers adapt their leadership style and foster team cohesion.
Practical tips for supporting hybrid team management:
- Coach line managers on visibility vs. micromanagement. It’s tempting to over-monitor remote staff. Instead, support managers in focusing on outputs, not just hours logged.
- Encourage regular team check-ins. These shouldn’t always be about work – informal catch-ups can make a big difference to morale and connection.
- Support asynchronous working. Not everyone will be online at the same time. Provide templates and workflows that allow collaboration without needing constant real-time interaction.
- Make use of simple digital tools. Shared documents, chat platforms, video meetings – these can all enhance remote teamwork if used well (and sparingly!).
- Promote fairness. Hybrid shouldn’t lead to a two-tier workforce. Help employers consider whether remote workers have equal access to development, recognition and support.
You may also find you’re a sounding board for managers who are still finding their feet with this. Be ready with guidance, empathy, and a few practical templates.
Balancing compliance and culture in a hybrid setup
One of the biggest fears for small business owners is that culture – the heart of their team – will get lost in hybrid working. At the same time, they’re juggling employment law responsibilities that now extend across office and home locations.
Here’s how you can help them strike the balance:
- Stay on top of legal requirements. Remote working doesn’t remove obligations around data protection, health and safety, right to work, and working time – it just changes how they apply.
- Bring policies to life. Make sure handbook updates are understood, not just shared. Run a quick team briefing or create a short how-to guide.
- Encourage inclusive, intentional culture-building. Help employers identify small habits that keep culture alive: virtual coffees, in-person days with purpose, shout-outs in team chats.
- Review onboarding processes. For hybrid teams, induction often needs a complete rethink – blending digital introductions with personal touches that make new hires feel part of the team.
- Use engagement check-ins. Encourage small business owners to ask for feedback on how hybrid working is going – and respond to what they hear.
HR consultants can make a huge impact here, helping leaders feel confident they’re compliant – and that their culture won’t get lost in the cloud.
Helping small businesses adapt their hybrid HR strategy
Every business is different. The best hybrid HR strategy is one that evolves with the organisation – not a one-size-fits-all policy that sits in a drawer.
Here are a few key areas to explore with your small business clients:
- Flexibility levels. Do they offer fully remote options, or just occasional home working? What’s working well, and what’s creating tension?
- Communication flows. Are hybrid team members feeling heard? Are line managers equipped to manage across distances?
- Culture and belonging. Do remote staff feel like part of the team? Are values and behaviours consistent across work locations?
- Legal compliance. Are contracts, policies and processes up to date and fit for hybrid working?
Start by listening to what matters most to them – and help build a strategy that’s practical, people-focused, and future-ready.
Final thoughts
Hybrid work is here to stay – and that means HR strategy needs a fresh approach. For small businesses, the shift can feel daunting, but with the right support, it’s a chance to build something better: a way of working that works for everyone.
As an HR consultant, you’re in a brilliant position to guide your clients through this transition, helping them stay compliant, connected, and confident in a hybrid world.
At face2faceHR, we give our consultants everything they need to guide SMEs through the shift to hybrid work – including ready-made resources, templates, and expert guidance on policy writing, compliance, and culture. Download our prospectus or get in touch to find out how we can help you build a successful, flexible HR consultancy.