‘Hybrid working’ is a phrase that is being thrown about all over social media and major media channels at the moment.
Arguably, the move towards hybrid work models, whereby employees enjoy flexibility over where and how they work, has been one of the biggest side-effects of the COVID-19 pandemic. Whilst remote working began as a necessary measure to survive, for many businesses it has become apparent that flexible working could revolutionise their business model.
Most employers say that they care about their worker’s happiness but have struggled to manage it in the correct way. Happy workers have been demonstrated as being more productive by numerous studies so investing in employee happiness and wellbeing makes sense. But historically, happiness and wellbeing initiatives have involved introducing pool tables, break out areas with oversized beanbags and gift cards for staff. Now employers are starting to wake up to the key drivers of happiness in the workforce.
Flexibility is the biggest motivator for moving towards hybrid working models, after necessity. Many employees have felt much happier since working from home (WFH) as it allows them to forego their commute, spend more time with their families and generally achieve a better work-life balance. There’s nothing quite like finishing work at 5pm and not having to commute for an hour home!
Full remote working isn’t for everyone, which is why introducing hybrid models of work can help achieve balance. If you’re considering implementing hybrid work models in your organisation, there’s a lot you need to consider before changing things. That’s why we’ve put together these tips!
Don’t Rush
This is fundamental when considering introducing any major organisational change. Whilst the media may be hyping up hybrid working, rushing to implement anything because of external pressures could lead to disaster. Before making any decision, you need to assess the feeling within your own workforce. Despite what you see in the media, your employees might have no interest in hybrid working.
Gauging your Workforce
A recent study by O2, entitled ‘Creating a dynamic workforce’, divides UK workers into three broad categories: Office Cravers, Mixers, and Home Dwellers. Office Cravers are those that find working from an office works best for their lifestyle, Mixers prefer a balance of home and office working, whereas Home Dwellers perform best from the comfort of their own home. Before changing anything, you need to understand how your employees view themselves.
Utilise company-wide surveys, ideally anonymously, to try and ascertain whether or not flexible working is something you should be considering full-scale. Once you’ve gauged the attitude of your workforce you need to take time to produce policy and processes to reflect the new practices that you hope to introduce.
Policy and Practice
Before making any decisions on implementing flexible working models, you need to be sure the paperwork is done. Spending time devising policies that clearly outline what is expected of employees can help mitigate any ambiguity. This is particularly important if there is a range of different wants and needs from your workforce.
Not having an appropriate policy or guidance document in place can lead to friction between colleagues. Some may feel that people predominately working in the office are favoured over remote workers whereas in-office workers could perceive remote workers as being less productive. Having clear, formal directives in place helps to avoid these situations as everyone should know what is expected of them.
Recruiting Remotely
If you’re also considering employing fully remote members of staff, make sure you have a fit for purpose recruitment process. Traditional recruitment doesn’t always translate well into the remote world so you may want to consider things like background checks, psychometric profiles and other tools to ensure you have all the necessary information before making a recruitment decision. Remember, making a bad hire can end up costing an organisation thousands in lost income, training costs and reduced staff morale.
It’s not just about remote work
While a mixture of in-office and remote working is being strongly advocated at the moment, there are plenty of other forward-thinking initiatives that could benefit your workforce. For some organisations, introducing a 4-day working week could help achieve many of the same things as having a hybrid work model. Research is beginning to show that employees produce equal amounts of work whether they work for 4 or 5 days per week. The extra day off each week also helps to revitalise employees as they gain more flexibility in their personal lives.
One thing that is clear, is that the pandemic has accelerated trends that most employers were only beginning to think about. If you can adapt to the new world of work, it can help you stand out as an employer, recruit better staff, and cement your organisation as a success for years to come.
