Christine Ng

Head of Talent & Media

Location

London

We make sure we're communicating and being intentional about everyone being included. 

Tell us about your role and your company.

Quantum Motion is a quantum computing startup. We're a research-based organization, and I lead Talent and Media. I'd say one third of that is talent acquisition–hiring, recruitment, managing talent processes. The second third is around our employer brand and how we make Quantum Motion an attractive place to work. And lastly, I lead internal talent management like performance tracking and HR. 

Where is your team located?

Our core team is based in London. We also have a team in Oxford–our quantum theory team. 

 

What's your hybrid schedule?

It's quite flexible but really depends on the team. One of our London teams, the Integrated Circuit team, builds our chips so they have a more regular routine in the office. They work 3 days in-office then have two days to work from home. Our hardware team works closely with PhD students so they spend half their time on university campuses as well. Tuesdays tend to be the quietest in-office day for us, but it really depends on what's going on. 

How easy are you finding it to encourage your team back to the office? What strategies are you using to encourage your team back?

Because of the nature of our work, we had to come up with strategies throughout the pandemic to allow teams to be able to use the coworking spaces safely. Now that restrictions are lifted, we've seen the return happen fairly organically. We do free lunch every other Wednesday, which tend to be the busiest days. Additionally, a lot of us, myself included, were hired during the pandemic so we were excited to meet in-person for the first time. It's all about communication and making sure there's no gaps between our Office Manager and I, and the rest of the team. 

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What’s the most important element of your hybrid team culture?

Making sure no one is left out in a hybrid environment is important. In the beginning of the return, maybe there was one whole team and then one other person from another team attending the office. We realized that other person might be feel left out if the team was going to lunch together and they weren't necessarily included. We had to make sure we were communicating and being intentional about everyone being included. 

How do you make sure your hybrid team feels supported?

Creating opportunities for teams to network. That can be through a lunch and learn, one of the teams giving a talk, or team-building activities. We've had two events since coming back to the office. It's a nice time to come together and have everyone get to know each other. 

What’s been the hardest part of leading a hybrid team?

Some events can be tricky. We had a training for the team where the trainer said it can be either fully remote or fully in-person. We decided to do the training in-person but someone was sick and wanted to call in. Unfortunately, the trainer didn't allow the session to be hybrid. I find that some events can be not as inclusive if you're used to the flexibility of a hybrid model. 

Christine's Hybrid Heroes:

Favorite hybrid team product or tool: G Suite for collaboration. We work in the academic space so it's usually moving teams away from Microsoft Office.

Favorite fun get-to-know-you question: What do you like to do outside work?

Favorite office perk: Free lunch on Wednesdays

Must-have office equipment: Headphones! I'm on calls a lot

Favorite weekday lunch: Soba noodles

Officely is the easiest way to transform your hybrid office.

"Not once have we had to explain how it works to the new starters! 

It's super intuitive and everyone loves it.” - Smitha, Thirva Health

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