Hybrid working for many is a dramatic change from traditional approaches to work. In this blog we build on previous discussions and look at the potential benefits of hybrid working and how to embrace, enhance and potentially recruit with these positive opportunities in mind.
The definition of “hybrid working”
Hybrid working allows employees to split the amount of time they work from a traditional office setting or from home. There are many different models being adopted by employers across the country, including:
- Complete flexibility – Where employees have complete freedom to choose the amount and pattern of time they spend in the office. This could change on a daily basis.
- Part week hybrid model – Specific “work from home vs work from the office” days are agreed. This may be arranged to make most effective use of the team’s time and also available office space.
- Employer scheduled hybrid working – Where employers specify the days employees will be required into the office. This may relate to specific tasks /activities that need to be completed and may require scheduling with others /available facilities.
- Mix – A mix of the above options.
Whatever model is used, they all have the potential to deliver a number of benefits to all involved.
5 key benefits of Hybrid working
- Increased productivity – giving employees the freedom to work when they are most productive can have a massive impact on both motivation and productivity.
- Improved work/life balance and well-being – again, this has been shown to have a dramatic impact on motivation, productivity and retention.
- Increased mutual trust – hybrid working can increase the mutual trust between employer and employee. This in turn can have significant impact on productivity, retention and general engagement.
- Reduced sickness – It’s perhaps no surprise that hybrid working has come to the fore during the pandemic. Enabling employees to work from home reduces cross infection between staff. At the same time it empowers staff who may be feeling slightly under par to be able to offer appropriate work inputs, whilst also recuperating.
- Attractive to future employees – a significant benefit of hybrid working is the impact on recruitment and retention. Hybrid working can be a major reason to attract candidates.
All the benefits above require careful handling to ensure they result in the desired benefit.
Maximising the positive impact of hybrid working
So how do you ensure these benefits are fully realised within your team?
The success of hybrid working relies largely on how it is handled by the employer. There are a few simple steps that you can take to help maximise these positive impacts:
- Mutual agreements about pattern of hybrid working. Ensure both the employer and employee have a full discussion and come to a mutual agreement over the hybrid working arrangements, which are confirmed in writing.
- Respect of “sacred time”. All parties should be clear about times when employee’s presence is required (either in person or in the office) for particular periods / reasons etc. Equally, employers must be fully aware and abide by specific times when employees will be required elsewhere / be “off duty”. There is a risk with hybrid working of the 24/7 always on culture, which can rapidly result in the negative consequences of stress and burnout.
- Ensure the facilities / tech is appropriate to support both home and office working. Eg ensure the working patterns of employees does not result in lack of “hot desks” on a particular day, and ensure the employee has all the technology required to work effectively at home. Consideration may also need to be given to ensuring the employee is comfortable with their physical environment, eg thinking about heating, lighting, appropriate space etc.
- Appropriate recruitment – clarity over all expectations is vital at the recruitment phase. Some candidates may thrive in a home environment, others may need the physical office and team environment to produce their best work. Ensure you recruit not just for the skills required for the role, but with the personal qualities required to make the very best use of the hybrid working arrangements you have in place.
What arrangements do you have in place for hybrid working?
Have you taken additional steps to safeguard and develop the very highest levels of motivation, well being, productivity and retention?
What approach do you take when recruiting new employees within a hybrid working model?
We’d love your thoughts, and will explore this in more depth in our next blog.
If you’d like more information about how we help organisations assess the personal behavioural qualities of their candidates, please give me a call on: 07966 330310 or: sarah.banton@deardenassessment.co.uk