Is Your Company Ready For Hybrid Working?
Publié le 26 October 2021
Is your company ready for hybrid working? Hybrid working models aim to offer the benefits of both remote and in-person work, while avoiding some of the drawbacks. Learn how you can prepare to put hybrid working into practice for the benefit of employers and employees alike.
The past year and a half have seen dramatic changes affecting the daily nature of work for businesses in all industries and sectors. The ongoing COVID-19 pandemic resulted in millions of employees transitioning to working remotely almost overnight. While at first it seemed like this may be a temporary health and safety measure, many businesses have settled into a state of semi-permanent remote work. It’s easy to see why, as remote work does offer multiple benefits for both employees and employers, but it is also not without some drawbacks.
A fair number of people have expressed difficulty maintaining a proper work-life balance when there is no physical separation between the two, and have also noted a rise in feelings of loneliness and isolation. Managers have also noted a potential loss of company culture that promoted support and collaboration as everyone works in their own virtual boxes. Fortunately, hybrid working models potentially offer a middle ground between returning to the office full time and permanently working from home. Given the support that a majority of workers have for the concept of hybrid working, businesses need to ensure that they are prepared to put this model into practice.
What Exactly is Hybrid Work?
Hybrid work means that employees alternate between working remotely and in-person for specific periods of time.
Hybrid working can be implemented differently for each company. For one organization, t many employees may work full-time from home, only occasionally attending the office for special occasions or large meetings.
For another organization, however, hybrid working might mean that some employees are in the office on Mondays and Tuesdays, others are in on Wednesdays and Thursdays, and everyone works from home on Fridays.
What Are the Pros and Cons of Hybrid Work?
Hybrid work has a number of advantages, both for employers and employees. From the company’s perspective, hybrid work potentially reduces overhead and turnover, as they may not have to pay rent on a large centralized office. From the employees’ perspective, hybrid working means less commuting, potentially fewer working hours, and an overall better work-life balance.
It’s easy to see the benefits of hybrid work, but some companies get so caught up in the advantages that they fail to consider the very real drawbacks and costs.
The main potential drawbacks are that:
- Hybrid working can become confusing, especially if everyone has different schedules.
- Hybrid working may not reduce overheads as much as you’d like because you still need to maintain some sort of physical office.
- “Hot desking” can be unpopular with staff as hybrid workers may still want to have their own desk in the office, rather than sharing.
- Managers may feel uncomfortable with hybrid working or may not know how to manage well in a hybrid work environment.
- The office space might need redesigning to accommodate hybrid work (e.g for people attending meetings virtually).
None of these drawbacks are insurmountable. Many companies find that the benefits of hybrid working are still worth any potential drawbacks. It is essential, however, that you take the time and make the effort to ensure that your company is truly ready for a hybrid work model.
Three Warning Signs Your Company May Not Yet Be Ready for Hybrid Work
These warning signs are all red flags that your company may not be quite ready for hybrid work.
1. There’s a Culture of “Presenteeism” Among Employees
Some workplaces have an unfortunate culture of “presenteeism”—where staff members feel that they are being judged mainly (or even solely!) on the amount of time they spend physically at their desk in the office. In this case, presenteeism is when they are physically present, but for whatever reason are not able to put their best effort into the work at hand. This term also previously applied to people who would feel pressure to work while sick, instead of taking a sick day to recuperate, a habit that in a post-pandemic setting needs to be fully addressed. This will, understandably, make it tough to switch to a hybrid model.
2. There’s No Budget for Laptops, Phones, Software, Etc
Hybrid working isn’t necessarily going to save your company money in the short term. In fact, you’ll likely need to spend at least a bit of money on laptops, phones, and software too. As Phil Strazzulla, Founder and CEO of Select Software Reviews explains, “Software programs and remote team management tools have become increasingly necessary. After all, they help companies maximize productivity, collaboration, and culture — all of which are critical for organizational success.”
3. Members of Senior Management Want Everyone In the Office
This is one of the biggest problems you may need to overcome before your company will be truly ready for hybrid working. If senior management isn’t fully on board, then it’s going to be really difficult for a hybrid working model to be successfully implemented.
Seven Steps to Effectively Transition to a Hybrid Work Model
1. Get Management and Staff Members On Board
Before you can proceed with a hybrid work model, you need to be sure that you have buy-in at all levels of your organization. If management isn’t convinced, then make sure you present the advantages (as they apply to your company). This can involve providing training and learning resources addressing how to be an effective remote leader. If employees seem reluctant, take the time to listen to—and address—their concerns.
2. Make Sure Everyone’s Clear About Timelines
You want your company’s transition to a hybrid work model to happen as smoothly as possible. Make sure that you communicate clearly, with all staff members, about what changes are going to take place and when. This might include key dates like the last point at which employees should request the days they want to work remotely, or the expected date when specific changes will come into place.
3. Check Your Employees Are Set Up to Work Well From Home
Make sure your employees can actually work comfortably (and even enjoyably) from home. You might give employees a budget to purchase equipment like a suitable desk and chair which provides the proper physical support. This may also involve factoring in the time to troubleshoot any technical difficulties as they adjust to this new way of working. As Logan Mallory, VP of Motivosity, puts it: “Life at work can and should be just as meaningful, satisfying, and enjoyable as life off the clock.”
4. Train Employees on Data Security
Data security can become a huge concern with hybrid working. You may want to avoid a situation where employees are downloading files to their laptop or mobile device: this can create issues with versioning and also risks the loss or theft of data (either virtually or physically). If your company requires specific forms of data protection such as VPNs, allow for time and training for that these can be put in place correctly.
5. Consider What New or Updated Policies You May Need
A hybrid work environment will likely need new politics on issues like working hours. Make sure employees know they can (and should!) fully clock off at the end of the day. Company leaders should prioritize checking in with individual employees to ensure that they are not feeling overworked and avoid burnout. As Jerry Han, CMO of PrizeRebel, points out, “By respecting work-life balance, you maximize your free time. That way, you can return to work feeling recharged and excited, rather than overworked and tired.” You may also need to address policies on things like appropriate use of work chat systems and what will happen when employees leave their job roles.
6. Encourage Good Relationships Between Remote Workers and Office Workers
If some members of staff are in the office a lot more than others, it can be easy for “cliques” to form. You may even find that one group starts resenting the other. Make sure you do what you can to encourage everyone to build good relationships. It should be the main priority of every organization to create a workplace based on mutual respect and support. This could involve team-building days or events in order to ensure that no employees feel left out.
7. Make Your Office a Comfortable Place to Work
If you want people to work in the office as well as at home, then you want your office to be a comfortable and attractive workplace. That could mean better seats, better lighting, or even stocking the fridge with popular snack options. Be sure to consult with employees to learn what they want in the workplace, as it is their well-being that will move the company forward to continued growth and success.
Hybrid working models can be beneficial both for employers and employees, but as we’ve seen, there are some drawbacks you need to be aware of. If your company’s ready, then the transition to hybrid working should go smoothly for all involved.
