Hybrid Working – A new perspective

We are set to see the transformation of the workplace continue as many companies are looking for more ways to attract and retain talent following the pandemic and the great resignation. The cost-of-living crisis and strikes are also going to have a huge impact on organisations over the coming months.

There has been a once in a lifetime shake up of the way in which businesses operate, what they offer their employees and how they service their customers. I don’t think back in 2019 we’d have anticipated that the majority of us would have the flexibility to our roles we now enjoy with the introduction of Hybrid models that’s happened over the last two years. 

Employee surveys are still showing that having a Hybrid option is one of the most in demand aspects job seekers and existing employee alike are looking for. But is this enough? 

Should where you work from be limited to the office or home?

As the world of travel opens back up, we’ve seen airports, ports, railways and the motorway networks pushed to their limits as people try to get back to a level of normality we haven’t had in over 2 years. If the technology is present, could you work from anywhere? 

Companies like Google, Airbnb and Spotify are now offering a ‘work from anywhere’ policy to give even more flexibility as their employees travel for holiday, to visit family etc. 

We know from employee surveys that over 60% are looking for more flexible working options to sustain a more positive work-life balance, and if this can include things like their travel plans then why not? 

Obviously there will be some considerations for businesses to support this option, things like: 

  • Internet coverage – Whilst you can provide a business option to their homes to allow connectivity, when they travel then the onus may have to shift to the individual to ensure they are in an area of great coverage. Options such as internet dongles could be considered. 
  • Security – both on the internet connectivity and the data storage. 
  • Working hours – this is more around time zones, depending on where the travel may be to. Especially if you hire employees from countries where they haven’t been able to travel to over the last few years, with all the restrictions in place. 

Now these models don’t work for every business and it’s not to say all businesses should adopt a ‘work from anywhere’ policy, this is about discussing possibilities and potentially ways to set yourself aside from the competition.

With over 70% of job seekers stating that they would only consider roles where they are offered flexibility to work from anywhere, at least some of the time, is it time you changed how you think about the office environment? 

The counter argument of course is that by working remotely, you can potentially lose that connectivity to staff, within teams. That comradery, the networking, the chit chat. Arguably the innovation. Articles from people like Lord Sugar and Karren Brady talk about this and it is true, this can be lost is everyone is working from home, so this also needs to be considered too. How do you keep people engaged and feeling connected, how do you get teams together to work collaboratively? Make sure you’ve considered all aspects when you’re thinking of your hybrid models.

We do have a free downloadable hybrid working guide, if you want to read more on this subject, click here.

Hybrid Working – A new perspective