Hybrid working is a form of flexible working where workers spend some of their time working remotely (usually, but not necessarily, from home) and some in the employer's workspace.
Many organisations use hybrid working arrangements and research has consistently found that employees value and desire flexible work, including opportunities to work in a hybrid way.
If you feel that hybrid work is the correct strategic fit for your organisation, then there are several benefits that you can share with your teams and managers.
How to plan hybrid working
There is no single way for an organisation to approach hybrid work, and its exact form varies from organisation to organisation. Below we outline the key steps for successful planning.
Legal implications of hybrid working
When implementing hybrid working make sure you consider any contractual changes.
Communication is critical to hybrid working success but also a potentially high-risk area.
Ensure that appropriate technology is supplied to support hybrid patterns and arrangements.
Employers usually remain responsible for the health and safety of an employee working at home, so make sure that display screen equipment and risk assessments of home workstations are done.
Training and supporting managers
You should ensure that systems, training and development are in place to support managers to enable hybrid working in line with organisational aims.
Hybrid working can support employee wellbeing through reducing commuting time, providing employees with more autonomy around their schedules and extra time for health and wellbeing activities.
When employees are working remotely or more flexibly, their performance may be harder to observe and so assessment needs to focus on outcomes not presence.
Hybrid work has the potential to support inclusion and fairness by opening the labour market to employees who cannot work in traditional office-based roles. But, if poorly managed, it could also worsen existing inequalities and create new ‘in and out’ groups.
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