Hybrid working- a cocktail of working styles
What is ‘Hybrid Working’?
‘Flexi-working’, ‘60/40’, ‘Blended Working’- however your company decides to call it, a hybrid working scheme has been in the pipeline for many employers as we come to the end of the lockdown and homeworking.
So, what is hybrid working? The pandemic has seen governing bodies across the world encouraging and supporting workers to work from home or remotely where possible. Technological advances and software access rose to the challenge of keeping people connected in what became a disconnected world for many.
As the UK prepares to ease lockdown measures and bring workers into the office environment again, businesses and companies are looking to incorporate a blend of both home and office working.
There can be significant financial benefits to employers, employees, and companies or businesses overall, where home and office hybrid working is implemented effectively. By minimising travel and commuting costs for staff, and the potential for commercial downsizing for businesses, expenses can be decreases for all parties.
Making the most of it
The Health and Safety Executive (HSE) offers guidance on things to consider as an employer, such as lone working without supervision, working with display screen equipment (DSE), stress, and mental health.
Consultation with employees can be a crucial indicator in what the general opinion is on home working and that company’s working structure, and it may be that the flexible working structure going forward will decrease staff turnover in the long run, as employees will feel more able to adapt work around changes in their personal circumstances.
Employees themselves must also pay close attention to the duties and responsibilities regarding their own health and safety at home, particularly with the use of display screen equipment and other equipment relevant to their work.
In addition, they must get involved with job fulfilment and activity, ensuring breaks or changes in the type of task undertaken. Scheduling changes to the daily routine can significantly benefit work efficacy, as it keeps ideas fresh, and workers can break up activities where they feel monotony may set into their tasks. Hybrid working will require high levels of trust that the employees are working to the best of their ability and focus, and managers must be aware that micro-managing could have the opposite desired effect.
The new ‘New’.
It may take time for people to settle into new routines and ways of working, however, there is great promise that hybrid working will increase productivity, creating better working environments for employees. Employees feel more cared for when options such as home working can be incorporated into the schedule of those who may benefit most, even long after the pandemic is over.
If your workplace has changed your working structure or routine, we’d love to hear about it- get in touch and let us know your experiences!