Let’s face it, pre-covid, we would have never entertained hybrid working, but I think it’s been proven it CAN work.
It’s not for all businesses, but if it works for you, then why not? It’s all about getting the balance right.
Surveys show that almost half of the employees working hybrid, would look for another job if this option was taken away from them. That is a high percentage! But what is it that attracts them to hybrid working?
- Employees can work when and how they’re most productive
Some employees might find they work better first thing in the morning, or later at night. If there is a flexible approach and trust in the employee this can work for both parties
- Better work-life balance for employees
Just having an extra half an hour in the morning can work wonders for your mental health, being able to put a wash load on before work starts instead of driving into the office. Things like this can make such a big difference.
- Saving on office costs
If you haven’t got as many staff in the office, it’s going to save you.
- Hiring staff from different locations
If the employee is only in the office half a week, you can consider recruiting from different locations.
However, there are some disadvantages to hybrid working:
- Harder to communicate with your employee
You cannot see the person and you’ve got to really have trust
- Requires oversight to keep it working
If you want to allow flexibility for your employees at work, it often means balancing that with appropriate oversight, policies, and maintenance too.
- It certainly isn’t suitable for all industries, only you can decide if it would work for your business
How do you decide how to work it?
- Hybrid at-will: Employees can choose which day(s) to come into the office
- Hybrid split-week: Your company assigns specific days for on-site and remote work by team or function
- Hybrid manager-scheduling: Managers choose which day(s) their team comes into the office
- Hybrid mix: A combo of all three options
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