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The hybrid model: a work in progress

Many businesses found themselves in a sticky situation when the COVID-19 pandemic disrupted the normal structure of the workplace almost overnight. Little did we know at the time that our working model was unlikely to return to what most of us had always known it to be.

The global shift to remote work has been massive, with millions now working at home, often in roles where remote working would previously not have been considered. Statista reports that as of June 2021 44% of people aged between 30 and 49 in the UK were working from home.

Whilst COVID-19 has broken down many of the technological and cultural barriers that existed previously, it is still unclear where the dust will settle in terms of the remote versus office-based working mix. With the full impact of the pandemic as yet unknown, flexibility will be crucial to the success of each business’s hybrid working integration, with no ‘one size fits all’ solution.

As employers work to find the right balance, let’s consider what they need to keep front of mind:

Remote versus office-based working

The pandemic has overturned many preconceptions around remote working, with employers seeing substantial benefits they might never have anticipated including:

  • Improved staff morale and retention as employees enjoy a better work/life balance and save costs and time travelling back and forth to work.

  • Cost savings and efficiencies from reduced office overheads.

  • Potential to recruit further afield for skills they can’t access locally.

  • Ability to scale up without being constrained by size/availability of office space.

  • Increased productivity particularly for roles requiring high levels of concentration.

On the other hand, it hasn’t all been plain sailing and there are significant challenges still to face:

  • Staff morale and motivation has suffered for those missing in person social contact and for those fatigued by digital interaction. The younger generations have been disproportionately impacted, with three quarters of younger age groups saying they felt burnt out from working from home, increasingly disconnected and less motivated.

  • Team work and collaboration can be at risk if technologies are not reliable and managers don’t take pains to keep their team connected.

  • Company culture can be impacted where staff and teams are fragmented or misaligned.

  • Some roles rely on face-to-face interactions to spark creativity and feed innovation. In a recent survey by YouGov for the BBC, senior leaders expressed concern that workers staying at home would adversely affect creativity and collaboration.

  • Productivity may suffer if morale is low and opportunities for face-to-face mentoring and coaching may be limited.

A unique formula

Undeniably, implementing an effective hybrid working model that takes the best from both remote and office-based working is not a simple task. Every business, every team and every individual is different so it will take time for employers to hit the right balance, particularly whilst the full impact of COVID-19 is still unclear.

Indeed, rather than setting out rigid rules at this point in time, it may make better sense for businesses to take small incremental steps allowing for adjustment as clarity is gained. It may also be wise to:

  • Be patient and understanding in transitioning staff, some of whom may struggle to adjust.

  • Initiate a trial period to understand what does and doesn’t work for your working business model.

  • Treat staff as individuals and empower them to choose where and how they work best. Whilst more introverted employees may flourish in a remote setting without distractions, extroverted individuals may require regular in person contact to thrive.

  • Keep in mind that wellbeing is an essential ingredient for a productive hybrid model. Keep lines of communication open and check in with staff proactively as not all individuals working remotely will be vocal about how they are feeling.

  • Invest in good technologies to support hybrid working. Not only will this maintain productivity, it will avoid employees becoming frustrated.

  • Ensure every employee has equal working opportunities wherever they are, such as Wi-Fi, desk set ups and screens, ensuring compliance with all health and safety regulations.

It is impossible to predict what the future holds but it is certain that there will be no single definition of the hybrid working model. A new study suggests that half of the UK’s employers expect an increase in demand for flexible forms of working after the country comes out of the pandemic. With recruitment one of the biggest challenges currently faced, employers are under pressure to offer staff flexibility and create attractive workplaces in order to recruit and retain good people.

What is more, cultivating a positive and secure working environment will pay dividends for employers as their happy, motivated staff create a similarly rewarding experience for their customers. Relationships based on trust, understanding and genuine human connections are essential to us all during these times of flux. If you would like to discuss how we can help you enhance your customers’ experience with the value of human interaction, get in touch today.

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