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Hybrid Working

5 Surprising Benefits Of Hybrid Working

Monday, August 2, 2021Written by Charlotte McIntyre

Hybrid working is rapidly becoming the norm for many workplaces the world over. This is, in part, due to the pandemic, which opened a lot of people’s eyes as to what the future of work could look like for them.  A recent Return To The Workplace Survey found that 47% of employees say they would likely leave their job if their workplace doesn’t offer hybrid working post-Covid. So, it’s safe to say that demand for a hybrid work model is out there. But what about organisations? What are the benefits of hybrid working for both employees and businesses? 

In this article, we’ve put together a list of 5 key benefits of hybrid working to help you understand just how beneficial this new way of working can be for your employees, culture and growth. At the end of the article, we also list three common challenges, along with some tips to help your business overcome them when formulating a hybrid working policy.

What Are The Benefits Of Hybrid Working?

Hybrid Empowers Your Workforce  

Many businesses hold back from embracing a hybrid work model because they feel it may reduce productivity and stunt growth. But this is not the case.  

In a recent study by Deloitte, 55% of workers reported that they believe their colleagues are just as, if not more, productive now than before lockdown. And remember, many were contending with home-schooling, uncertaintly and other stressors during that period too! 

Hybrid work gives employees the option to pick and choose. When you offer the choice, they are far less likely to take advantage. In fact, they are likely to be more productive because the arrangement works well for them, and they are empowered with the freedom to choose

It Widens Your Talent Pool 

When an organization embraces a hybrid work model, their talent pool grows. This is particularly effective for global businesses that service customers across different time zones. Offering the opportunity for remote working undoubtedly opens the door to hiring a more diverse and effective workforce. What’s more, it’s an important tool for engaging talent. In a 2020 survey by recruitment company Hays, two thirds of leaders said that offering remote working improves both talent attraction and retention.

Of course, having a physical office space wherever your business operates is essential, too. It’s important to remember that not every job role can be fully carried out remotely and that there’s still an important place for on-site working. Hybrid working covers all of these bases while still allowing organisations to offer attractive remote working policies that attract, engage and retain the best people in their industry.

We don’t need to tell you just how revolutionary that could be for your business, especially if you need employees with high-level, specialist skills!

It Makes Changing Your Operations Easier  

The pandemic forced a change in the way almost every business operates. But it was quick, dirty, and (in some cases) imperfect because we needed to act fast in a totally new situation.  That being said, according to research by Boston Consulting Group, companies that deployed at least two ‘agile practices’ before the pandemic were 40% more likely than non-agile companies to report their remote teams increased in productivity. 

While agile methodologies were once upon a time used mainly by software developers as part of their working process, these techniques are now spreading across a wide range of industries and functions because they are so effective. The agile approach makes it clear that work is an activity, not a place. And, happily, it feeds into hybrid working models because, rather than suggesting doing away with a designated office or workspace, it recommends having a solid supporting and energising base instead.

Agility is key to thriving even in challenging circumstances. If your workforce and the tools they need can handle change with minimal disruption, switching up your operations is much easier further down the line. What’s more, organisations that actively pursue more agility in their operations can benefit from:

  • Cost reductions
  • More efficient working practices
  • Higher employee engagement
  • More innovation
  • A reduction in carbon footprint

It Saves Money  

In moving to a hybrid working strategy, you can expect to make savings on office space, too.  

Having fewer employees on-site at any given time could mean that many organisations can afford to downsize. Doing so could free up much-needed budget to invest in hybrid working tools and technologies, such as digital workplace platforms or learning and development tools to support the continuous professional development of their talent. 

According to Global Workplace Analytics, nearly six out of ten employers identify cost savings as a significant benefit of remote work. Global business, IBM, for example cut real estate costs by $50 million by allowing people to work remotely. What’s more, a number of other companies have found that, by moving to hybrid working practices, they have saved money on office furniture, equipment, utilities, security, parking, food and drink.

In seeing work as a thing you do rather than a place you go, many businesses are also reimagining the office as collaborative hubs. In November 2020, Ford Motor Company revealed plans for ‘an inclusive, vibrant and walkable mobility innovation district’ featuring flexible work spaces to facilitate creativity and innovation. According to Lily Diego, design director at Gensler’s Detroit office the interiors of these new spaces ‘will be highly flexible, adaptable and versatile’ with flexible furniture and fixtures that ‘can be flipped, moved or repurposed to support a multiplicity of uses’.

It Can Feed Your Business Goals (While Supporting Employees)

According to recent data from Accenture, hybrid working models (or ‘productivity-anywhere’ workforce models) are linked to growth. The Care To Do Better 2020 report identified six fundamental human needs companies need to meet to unlock the potential of their people. This framework is called “Net Better Off,” and its six dimensions are:

  • Emotional and Mental
  • Relational
  • Physical
  • Financial
  • Purposeful
  • Employable

This framework argues that ‘trust and the care and concern for people is the new currency at work and organisation that leave people Net Better Off will attract and retain the best and brightest talent.’

To do this successfully, organisations should reinvent the way they work by:

  • Enabling continuous learning
  • Listening to what people need and empowering them with real-time data
  • Using technology to enable flexible work arrangements
  • Championing workforce wellbeing and equality
  • Being transparent and engaging in conversations that matter to your people
  • Hybrid working is but one part of this new way of meeting the needs of your employees. But it is powerful, as it takes on board the wants and needs of your people and meets them where they are currently. In fact, according to the same Accenture report, 98% of employees are more likely to feel fulfilled in their work when they have the technology they need to work flexibly and creatively within a distributed workforce.

    What Are The Challenges Of Hybrid Work?

     Like any learning curve, making the transition to a hybrid work model comes with its challenges. Here we will take a look at 3 common challenges of hybrid work and ways in which organisations can overcome them.

     Inequality Between Remote Workers and On-Site Employees  

    Data from the Office for National Statistics (ONS) found that, between 2013 and 2020, employees who mainly worked from home were ‘around 38 percent less likely on average to have received a bonus compared with those who never worked from home’. And employees who worked mainly from home were less than half as likely to be promoted than all other employees. 

    There is a real danger that, when employees are working remotely, they get forgotten.  

    For a hybrid work model to go the distance, CEOs, HR teams and managers need to ensure remote employees remain engaged and equal to their in-office counterparts. This can be achieved through: 

    • Better internal communications 
    • Utilising a digital workplace, employee intranet, or portal 
    • Ensuring appraisals are carried out regularly 
    • Promoting and enabling workplace collaboration 

    Loss Of Culture  

    In recent years, organizations have gone to great lengths to build workplace cultures that mostly centre around physical locations and what they believe employees value. Ping pong tables, free lunches, fancy coffee, on-site gyms, after-work socials…the list goes on! 

    The shift to remote and hybrid working will inevitably change our approach to work culture. But that’s no bad thing! If you think about your company culture pre-pandemic…was it working? Was it reflective of employee values and the goals of the business? If no, there’s an exercise in reinventing your culture from the ground up.  

    If we look at the huge amount of global organisations that have turned to hybrid working, we can see very clear roadmaps supported by culture, core values and employee needs. Therefore, hybrid working initiatives should be built around your corporate culture to ensure nothing gets lost in translation.  

    Insufficient Technology (Or Too Much Of It!)  

    Technology is key to an effective hybrid workforce. Without sufficient access to the right technology, employees will struggle to be productive wherever they are. 

    It goes without saying now that all physical office spaces should have video conferencing capability to create seamless, inclusive and enjoyable hybrid meetings. But, beyond this, we should also look at the effectiveness of the technology employees are using.  

    Digital burnout is a real problem for all of us. In a letter published in World Social Psychiatry in May 2020, experts at the National Institute of Mental Health and Neurosciences in Karnataka, India, noted that people are spending more time on digital activities, both for work and in their personal lives, leading to ‘lack of satisfaction, [a] decrease in productivity, exhaustion, and burn out.’ 

    In short, for a hybrid workforce, sometimes the answer isn’t necessarily more technology. Rather, it’s making the most of the technology you have and presenting it in a more intuitive, user-friendly way while upholding the right to disconnect and create solid work-life boundaries.  

    Planning For Hybrid Working

    Introducing hybrid work and harnessing its benefits requires a significant culture shift, along with robust policies to back it up. As the demand for flexible working arrangements grow, many organisations will have to give careful consideration to the kind of infrastructure and processes they will need to make hybrid working productive and workable for everyone.

    Here at Huler, we are passionate about helping businesses to create people-first digital workplace solutions that are built with better employee experiences in mind. For more information, take a look at our HulerHub digital workplace platform to see what we’re all about.

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