One of the most significant advantages of partnering with My HR Partner is the ability to speak to the same person every time, as opposed to a call centre or generic phone advisory service.
Your HR expert will be familiar with your business and policies, making the process more efficient and effective.
Our My HR Partner Peace of Mind On Demand HR Service gives you the confidence that expert HR advice is just a phone call away. Even if you don't use all of your allotted time per month, you’re paying for the reassurance that no HR issue will catch you off guard.
With ongoing access to professional HR guidance, you can focus on running your business while we handle potential HR challenges before they become problems.
One of the most significant advantages
of partnering with My HR Partner is the
ability to speak to the same person every time, as opposed to a call centre or generic phone advisory service. Your HR expert will be familiar with your business and policies, making the process more efficient and effective.
An on-demand HR manager who will attend to your needs and concerns, providing tailored and informed advice and support by phone or email. You don’t need to book a call in advance as your calls and emails will be answered promptly.
Up to 4 hours of consultation time per month, ensuring you have enough support to manage your HR requirements without
incurring high costs.
An Employee Onboarding System that streamlines the onboarding process and ensures new employees have all the necessary information and resources to hit the ground running.
Access to a library of HR documents and templates, as you need them.
Access to My HR Partner HR Hub, a comprehensive resource library that provides access to videos, webinars, Q&A sessions,
templates, and checklists to help you address any HR problem.
Flexible Work - The Questions Every Small Business Owner are Asking
“How do I balance remote and hybrid work expectations with productivity and accountability?”
It’s the HR challenge of the moment.
Staff want flexibility.
Employers want results.
There is a possibility saying no to flexibility could mean saying goodbye to good people. Of course, there are some positions where flexible working and working from home is just not possible.
This guide is written for small business owners in Australia who are wrestling with this balance.
Why Hybrid Work Matters Now
Employee demand: Flexibility is now seen as a standard benefit, not a perk.
Retention and attraction: Workers are more likely to join or stay with businesses that offer hybrid options.
Productivity potential: When managed well, remote work can actually increase focus and reduce burnout.
But too much flexibility without structure might cause communication breakdowns, accountability issues, and can affect team culture. So having the right systems and structure in place is important.
Setting the Right Guardrails
Every business will find its own balance, and of course there are businesses where a hybrid model won’t work. Like everything in HR, the key is communication, clarity and consistency.
Here’s some guidance on what can work:
1. Define Expectations Clearly
Create a hybrid work/flexibility policy. It doesn’t have to be long, one or two pages covering things like which roles are eligible, how many days employees can work remotely, and expectations around availability.
Be clear on when the team needs to be together in the office (e.g. Mondays for planning, Thursdays for client meetings).
2. Focus on Output, Not Hours
It may be an option to measure work by results achieved, not by how many hours someone’s online.
Agree on KPIs or milestones that matter to the role — projects delivered, clients served, sales achieved.
3. Keep Communication Human
Use simple tools but set communication expectations: response times, meeting etiquette, and which channels to use for what.
Encourage regular check-ins that feel like support, not surveillance.
4. Protect Team Culture
Bring the team together regularly even if it’s just one or two days a week. Each business will be different.
Invest in small rituals that make people feel part of something (check in meetings at the beginning of the week, shared lunches, team get togethers, end-of-week wins).
5. Support Wellbeing
Hybrid can blur boundaries. Encourage people to actually switch off. For example, don't set up an expectation that an employee is still logged on or available outside of their working hours.
Model healthy behaviour: if you respect the Right to Disconnect, your team will too.
Quick Wins for Small Business Owners
Start with a pilot: test a 2 to 3 month hybrid setup and review. Make it clear that it's a trial.
Ask your team for input. Often, they’ll suggest practical compromises.
Document your policy so everyone knows the rules.
“What is the best hybrid work model for small businesses?” → The best model is one that balances flexibility with clear expectations, focusing on outputs rather than hours. And the best model is going to be the one that works for your business.
“How do I manage remote work productivity?” → Set clear KPIs, use regular check-ins, and build trust instead of relying on micromanagement tools.
“Do I need a hybrid work policy in Australia?” → Yes. Even a simple one-page policy helps set expectations, reduce risk, and comply with Fair Work guidance.
Final Word
Hybrid or flexible work doesn’t have to be a headache. With a clear policy, a focus on results, and a human approach to culture, businesses in Australia can enjoy the best of both worlds - flexibility for staff, productivity for the business.
👉 Next step: Need a tailored hybrid work policy for your business? My HR Partner can help you draft one that fits your size, industry, and compliance needs.
We provide HR advice and support. We have trusted partners to assist with any employment law issues
outside of our scope.
Get HR Advice from our HR expert
Flexible Work - The Questions Every Small Business Owner are Asking
“How do I balance remote and hybrid work expectations with productivity and accountability?”
It’s the HR challenge of the moment.
Staff want flexibility.
Employers want results.
There is a possibility saying no to flexibility could mean saying goodbye to good people. Of course, there are some positions where flexible working and working from home is just not possible.
This guide is written for small business owners in Australia who are wrestling with this balance.
Why Hybrid Work Matters Now
Employee demand: Flexibility is now seen as a standard benefit, not a perk.
Retention and attraction: Workers are more likely to join or stay with businesses that offer hybrid options.
Productivity potential: When managed well, remote work can actually increase focus and reduce burnout.
But too much flexibility without structure might cause communication breakdowns, accountability issues, and can affect team culture. So having the right systems and structure in place is important.
Setting the Right Guardrails
Every business will find its own balance, and of course there are businesses where a hybrid model won’t work. Like everything in HR, the key is communication, clarity and consistency.
Here’s some guidance on what can work:
1. Define Expectations Clearly
Create a hybrid work/flexibility policy. It doesn’t have to be long, one or two pages covering things like which roles are eligible, how many days employees can work remotely, and expectations around availability.
Be clear on when the team needs to be together in the office (e.g. Mondays for planning, Thursdays for client meetings).
2. Focus on Output, Not Hours
It may be an option to measure work by results achieved, not by how many hours someone’s online.
Agree on KPIs or milestones that matter to the role — projects delivered, clients served, sales achieved.
3. Keep Communication Human
Use simple tools but set communication expectations: response times, meeting etiquette, and which channels to use for what.
Encourage regular check-ins that feel like support, not surveillance.
4. Protect Team Culture
Bring the team together regularly even if it’s just one or two days a week. Each business will be different.
Invest in small rituals that make people feel part of something (check in meetings at the beginning of the week, shared lunches, team get togethers, end-of-week wins).
5. Support Wellbeing
Hybrid can blur boundaries. Encourage people to actually switch off. For example, don't set up an expectation that an employee is still logged on or available outside of their working hours.
Model healthy behaviour: if you respect the Right to Disconnect, your team will too.
Quick Wins for Small Business Owners
Start with a pilot: test a 2 to 3 month hybrid setup and review. Make it clear that it's a trial.
Ask your team for input. Often, they’ll suggest practical compromises.
Document your policy so everyone knows the rules.
“What is the best hybrid work model for small businesses?” → The best model is one that balances flexibility with clear expectations, focusing on outputs rather than hours. And the best model is going to be the one that works for your business.
“How do I manage remote work productivity?” → Set clear KPIs, use regular check-ins, and build trust instead of relying on micromanagement tools.
“Do I need a hybrid work policy in Australia?” → Yes. Even a simple one-page policy helps set expectations, reduce risk, and comply with Fair Work guidance.
Final Word
Hybrid or flexible work doesn’t have to be a headache. With a clear policy, a focus on results, and a human approach to culture, businesses in Australia can enjoy the best of both worlds - flexibility for staff, productivity for the business.
👉 Next step: Need a tailored hybrid work policy for your business? My HR Partner can help you draft one that fits your size, industry, and compliance needs.
We provide HR advice and support.
We have trusted partners to assist with
any employment law issues outside
of our scope.
PO Box 1079
Coolangatta QLD 4225
ABN 30 644 527 015
Get HR Advice from our HR expert