‘Remote-first’ team norm
For mixed teams, suggest treating remote participation as the default, even when some employees are in the office. This can prevent remote employees from feeling sidelined or missing out on key conversations.
Equal access to opportunities for remote workers
Encourage practices that ensure remote employees are equally considered for projects, promotions, and visibility — such as rotating who leads meetings or offering hybrid-friendly training.
Flexible hours during peak periods
Encourage a model where, during busy times, employees can work longer hours on certain days and take shorter days later in the week. This can help manage workload more sustainably and reduce burnout.
Shared calendar norms
Encourage the initiative to set clear, shared norms on how people indicate availability (e.g., using calendar blocks for »focus time«) so others can plan respectfully.
Meeting-free zones or hours
Recommend agreed periods during the week (e.g., 14.00-16.00) where no meetings are scheduled, allowing for deep focus and less screen fatigue.
Staggered start and end times
Suggest the option to begin and finish the workday within a set time range (e.g., 7:30–15:30 or 10:00–18:00). This small adjustment can help align work schedules with school drop-offs, commutes, or personal routines.