These days, it’s common to see businesses mention a hybrid role in job postings. Some days are spent in-office while employees can spend other days working from home or other locations. It definitely sounds like a win-win situation, but hybrid working has actually only become popular in the last couple of years.
Originally, it was an emergency measure as a response to the Covid-19 pandemic. But now? Its turned into a sustainable business model for a lot of companies. When done correctly, it gives employees more flexibility in their schedules and improves productivity but without losing the company culture entirely.
But when it’s done wrong? It creates a lot of confusion and frustration. That’s why HR having the right strategy and approach to hybrid working is such an important component to have.
How Has Hybrid Working Evolved In The UK?
UK companies have really embraced hybrid working post-pandemic. In the early months of this year, the Office for National Statistics (ONS) reported that 28% of working adults were hybrid workers. It’s also more common to see among those with degrees between the ages of 30 and 49 who value a healthy work-life balance.
The UK government has also made strides in this department. In April 2024, they announced that employees are allowed to request flexible working from their first day of employment.
But the thing is, the access to hybrid working isn’t always equal. Jobs with lower wages or employees with disabilities are less likely to be hybrid. It then falls on HR to ensure that the flexibility of hybrid working isn’t just reserved for select workers.
The Impact Of Hybrid Working On Employee Wellbeing
It’s no secret that employees today want a strong work-life balance. They want the flexibility to prioritise rest and other responsibilities when working at home so that they are able to stay productive at work and meet their deadlines.
If HR understands this, it gives them quite a unique opportunity. They can reciprocate by encouraging healthy work boundaries and support employee mental health. As a result, hybrid working will actually drive wellbeing instead of causing burnout.
HR Strategies For Hybrid Working
HR departments are tasked with striking a balance between flexibility and structure when it comes to a hybrid model. What actually goes on behind the scenes is creating a hybrid environment that is both fair and legally compliant while supporting both managers and employees.
So what kind of strategies need to be implemented for it to work effectively? Let’s get into it.
Create A Practical Schedule
Hybrid working will look a little different for every company, depending on their structure and industry. Right from the start, HR needs to make it clear which days will be mandatory for in-office sessions to avoid any confusion.
It could also be role-specific so if some team members are more client-facing than others or need to use specific in-office equipment, they may need to be in the office more regularly.
By establishing these patterns from the get-go, employees are given the predictability needed to establish a routine.
Formulate A Clear Policy
Every company needs to have a formal hybrid working policy. This will define hybrid working from being solely office-based or remote, who is eligible for the hybrid approach and what rights employees have.
Additionally, it should outline what process to follow if an employee wants to make a hybrid request. Following that, what would the criteria look like for approval or denial.
This can give employees a lot of clarity while reducing the risk of being unprepared for any legal issues.
Don’t Neglect The Managers
When hybrid models end up failing, it’s usually not because of a lack of policies. It’s because managers haven’t been trained on how to handle it.
The onus is on HR to make sure managers are tracking actual outcomes instead of just time spent in the office and to run meetings or events where all employees are required to attend.
This keeps the line of communication open between managers and their teams so that everyone is working towards the common goal instead of people not knowing where they need to be and when.
Create The Right Environment
If a business wants to have a hybrid model that works, then their tools and spaces need to support it. This means that every employee should have reliable devices and headsets for joining meetings while at home.
There also needs to be collaborative platforms used such as Slack to keep all communications and deadlines in one central place. This can go a long way in avoiding miscommunications or project uncertainties.
Monitor It Regularly
Hybrid models don’t suit every business. Therefore, it’s the responsibility of HR to make sure that it is in fact working for their company.
The only way to come to that conclusion is to continuously monitor things like are deadlines being met, what is the employee turnover rate and the state of their wellbeing. This will give HR a good indication of what is working well and what needs some adjustments.
