How, where and when people work has a huge impact on their emotional and physical wellbeing. Some clients can find it challenging navigating the hybrid and remote working conversation, both with leadership teams and the wider workforce; but smaller and mid-market businesses could have a significant competitive advantage over larger corporates by approaching hybrid working as a real win:win scenario.
The news of some large corporations predicting a full return to office working model by 2026 has stirred up the subject of hybrid and remote working and opinions remain divided. The world of work has undergone a profound transformation in recent years, and although fully remote working has statistically reduced in the last 12 months, hybrid working has seen an increase.
In many cases, hybrid and remote working was implemented or accelerated very hastily as a reaction to the pandemic in 2020, and systems and policies were not necessarily fit for purpose, especially in the long term.
In this article, we look at practical considerations for businesses looking to make hybrid working a success both commercially and culturally.
Unlike larger, unwieldy corporates, SMEs have a much greater ability to be responsive to flucturating market conditions and pivot more quickly to create flexible working environments. Mid-market businesses can therefore look to avoid the backlash experienced by larger businesses when return-to-office mandates are being issued.
Hybrid working has been shown to offer a better work-life balance which for many is extremely motivating, and has become more of an expectation in the modern workplace. Part-time work, shared job roles and remote options have all become more popular and when handled well, can drive engagement, attendance and productivity, as well as enhancing your employer brand to help you attract and retain the brightest, and most diverse, talent.
So how do you ensure that hybrid working can work for your business?
We have collated ten approaches to hybrid working which are currently being discussed, implemented or enhanced with clients. Not all will work for every business or every individual but these are areas we find useful to explore with clients:
- Freedom within a framework: One of the key benefits of hybrid working for your team is flexibility. Giving flexibility for employees over which days they work in the office and which can be remote has been proven to be one of the biggest motivators. Flexibility has been shown to contribute to increased job satisfaction, attendance, engagement and productivity. However, there needs to be a balance, and working practices must support and align with the business needs, so it is important to have expectations clearly defined and goals mutually agreed.
- Embrace the flex to the full: Outdoor walking meetings? Work/travel fusion? Different hours for night owls vs early birds? The sky is the limit here and flexibility on location and timing can be a significant “free” benefit for your people, which can also inspire greater levels of innovation and productivity.
- Clear communication tools and practices: Invest in the right communication tools to keep remote and in-office employees connected. Collaboration platforms like Slack, Microsoft Teams, or Zoom can help ensure everyone stays on the same page when used consistently. Regular check-ins, video calls and meetings can keep teams feeling more connected
- Make the effort to get together: While some people prefer remote working, for others it may not be idea. Often newer staff will benefit from more in-person time to develop relationships and get fully onboarded, and getting teams together can do wonders for building trust and communication. It’s important to listen to what people want and not make assumptions which won’t apply to everyone.
- Performance metrics and systems: Implement clear performance metrics and KPIs. Ensure that employees understand what is expected of them, regardless of their location. Regular performance reviews can help track progress and address any issues promptly, and are essential for proving the efficacy of the system in place.
- Embrace emerging technology intentionally: There is now an abundance of technology-based options available to enhance the hybrid work experience, from virtual meeting spaces to AI-based coaching and wellbeing apps and more. Now that hybrid working is more evolved it is important to consider the long-term capability and application of what tools are beneficial, fit for purpose, and accessible to all. Taking a scattergun approach will not result in a cohesive employee experience and can erode productivity and trust.
- Training and skill development: Offer training and development opportunities to help employees adapt to new technologies and working methods. Upskilling your workforce will lead to a more adaptable and capable team, with a higher adoption rate for communication tools and technology.
- Data security: SMEs need to ensure that sensitive business information remains protected, whether employees are in the office or working remotely. This involves investing in secure networks, encryption, and employee education on cybersecurity.
- A transparent and trusting relationship: Creating trust is a two-way process and requires both the business and its people to be equally committed to making hybrid working work. If unfair advantages are given to those working in the office, sometimes called “proximity bias,” or benefits, rewards or recognition is withheld or harder won for hybrid workers, trust will quickly be eroded. Conversely, hybrid workers will need to demonstrate their commitment and productivity to reassure the business of the feasibility of the arrangements in place.
- Consistency of policy: It is important to define and deploy your working practice policies consistently to be fair and equitable. Similarly, if you have advertised a role as hybrid or remote, seek guidance before looking to change the parameters of employment terms.?This starts with getting full buy-in from the leadership team up front, and requires everyone to uphold the agreed standards and practices.
Business leaders have the opportunity to make hybrid working work for both their people and their business by embracing flexibility, clear communication, and a commitment to employee wellbeing. When managed well, there does not necessarily have to be a drop in efficiency or productivity, though every individual has a role to play and is personally accountable for making this scenario successful.
If you’d like help building strong values and a great culture into your teams:
