Hybrid Working
How to make it work for your organisation
Scroll down to find out how
In the last couple of years the workplace as we once knew it has changed significantly. Our living rooms and kitchens became our offices with colleagues connecting virtually rather than in person. The pandemic proved once and for all that employees can be productive whilst working from home.
As we emerge from the pandemic, many companies are re-inventing the “old ways” of working. We have seen companies revise their flexible working policies thus enabling their employees to either work from home permanently or on a hybrid basis.
The majority of employers were happy to see the pandemic accelerate some of these much needed organisational changes within their business. The question that employers are now trying to answer is “How can we make this new working environment inclusive”. With this being not only a new change, but also a new way of working for the majority of businesses in the UK, it is critical that employers seek alternative methods to connect their workforce in a way that also fosters their organisational culture.
Mercer (2021) outlines 4 key steps that organisations should consider taking before implementing a hybrid working model:
1. Shape the strategy on the work being performed by each part your business.
Understand which roles can be remote (partially, fully or not at all).
As tempting as it may be, a blanket approach might not be suitable for your organisation. Client facing employees will most likely be able to work from anywhere they want whilst others may require one or two days in the office to collaborate with their colleagues and/or the wider business.
2. Balance employee preferences and business needs.
Make sure you refine and establish guidelines for a flexible working culture. This involves defining the behaviours, actions, and policies that employees are expected to follow on a day to day basis. It’s important to involve employees when creating new policies and procedures, as research shows that an employees’ productivity increases when they have an option to choose both where and how they work.
Ask your employees for feedback either via surveys or focus groups and base any future organisational changes on the output that you receive from any of these exercises.
3. Redesign the office to maximise connection and collaboration.
Make sure that employees can collaborate in an effective and efficient way in the office.
Well-designed workspaces will not only energise and inspire your workforce but research has shown that they will also increase productivity and collaboration amongst colleagues.
4. Reimagine people programs in a flexible world.
Consider redesigning your existing people programs such as performance management, talent acquisition and employee on-boarding as these were most likely not designed with a flexible working environment in mind.
Many market leading reward and benefit programs were previously created and tailored for office based staff only. Benefits such as subsidised lunches, onsite health clubs and massages will no longer have the same impact as they did before the pandemic started. Before shifting to a hybrid working model you might want to consider reviewing your benefits strategy so you can understand whether or not it is fit for purpose and relevant for either a hybrid or home-based workforce.
Would you like to find out how you can make benefits in your organisation more flexible? If so, here are some ideas for you to consider:
Consider repurposing your pre-Covid-19 business spend such as fruit in the office, drinks and snacks, travel expenses etc. to create an allowance and/or budget for any employees working from home.
Introduce a home working allowance, via a reimbursement model, for any employees working from home. This typically goes beyond your standard occupational health support and includes options to purchase items such as standing desks, home speakers, microphones or dual computer screens.
As a business you can even support your remote workforce by offering them some financial support for their utility bills.
Review your current benefits strategy and assess whether it's both relevant and fit for purpose for a remote workforce.
For example, instead of offering a local gym discount you can provide employees with access to a more comprehensive offering which focuses on wider fitness and health goals, providing much more choice and flexibility.
Consider company policy changes around flexible working such as “zero zoom days” or restricting calls during lunch breaks. This will encourage people to take breaks and limit “Zoom fatigue” across your business.
These are just some of the ideas and initiatives we have seen some of our clients introduce and implement. There are many more and our team would be happy to discuss these options with you in more detail should this be an area of interest for your business right now.