With the UK government putting an end to coronavirus restrictions, the term “hybrid working” seems to be the phrase of every employer’s lips. In essence, it’s a new working arrangement in which an individual, team or organisation work part of their time in the office and part remotely. The model appears to be the office of the future for many businesses, with many early adopters already proving its success.
Apart from the obvious benefits for a business, such as the requirement for less office space, lower office running costs and a happier and more productive workforce, the hybrid workplace also prioritises the employee experience and wellbeing.
Here are some reasons why:
The hybrid working model helps employees utilise their time better and reduces the stress of commuting in the office each day. According to a study by Moneybarn the average commute time in the UK is 62 minutes a day. That’s at least five hours each week that can be used to work more productively, whilst also eliminating the stress of commuting or sitting in traffic every day.
Employees can organise their week around their workload, doing more concentrated tasks at home without the noises and interruptions of the traditional office environment, and be in the office when they need to collaborate, share information and be on hand for meetings.
The hybrid working arrangement gives employees more freedom on where (and often when) they can work and having this flexibility and choice can lead to increased happiness.
Although for some workers, working from home can be difficult and isolating, having a blended approach will increase their mental wellbeing where they can look forward to seeing their colleagues on days when they are in the office.
Improved work-life balance
Having a healthy work-life balance is a vital aspect of a productive, happy and engaged workforce. Having a hybrid working model helps achieve a healthier work-life balance. Employees can structure their day and week to account for emergency school drop offs, attending doctors appointments or staying at home if their child is sick. These events might otherwise be interrupting an employer’s work schedule if they had to be in the office, whereas with a hybrid model, they are able to make up that time at home.
Moving to a hybrid working arrangement will take some adjusting, particularly for employers, who need to strike the right balance between flexible working and maintaining some sort of control on where and when their teams work.
We recommend employers create a hybrid working policy to ensure that everyone understands what is expected of them, whether working remotely or in the office. This will help to set boundaries and outline goals and expectations for successful hybrid working.
If your business needs help creating a hybrid working policy, our extensive experience in HR, along with our passion for ensuring a happy and productive work culture will help you create the right balance for both you and your staff.