Sunderland based HR agency, Oculus HR provide innovative and flexible HR solutions to SMEs through their dedicated and holistic approach. This month, founder and Managing Director Louise Kennedy shines the spotlight on hybrid working and how to make it work.
The future is Hybrid
The world of work has changed, and it looks very likely that the recent trend for hybrid working is here to stay, with more and more employees requesting a permanent and progressive change to traditional working practices. Recent trends have shown that this new working landscape has become the norm across an array of industries, but what exactly is hybrid working and how can businesses ensure that they are balancing the needs of employees, alongside the growth and development of the business?
What is Hybrid Working?
Hybrid working has changed the way we now work. Mixing different ways of working, this concept encompasses lots of working models including flexible working days, remote working, set days in the office and alternating shift patterns. Hybrid working gives employees more control through more flexible work conditions and the ability to work from anywhere which in turn enhances the work life balance. Hybrid working has in recent months become a key tool in both retaining existing employees and also attracting new talent and also brings many cost savings to businesses. A whole host of policies, strategies, software, systems and tools are available that can be utilised in all areas of the business to ensure that your workforce is happy, productive and heard during these uncertain times. However, implementing an effective Hybrid Working Strategy is not without its challenges.
Making it work
When implementing a Hybrid Working Policy, a one size fits all approach won’t work and employee consultation will be key. Employee views on working practices and approaches can vary substantially and policies and procedures need to consider this. It is crucial that any hybrid working implementation cultivates a productive workforce, whilst considering both business productivity, alongside the wellbeing of the workforce.
Regular one to ones: Conducting regular 121 meetings are crucial in any working environment, especially if face to face contact is limited and staff are working remotely. Frequent 121s should be encouraged, as they provide the opportunity for employees to raise any concerns, discuss their performance, outline goals and talk generally about how they are feeling at work.
Ensuring that staff have the right equipment to carry out their job: This is crucial for improving and increasing activity levels for better health and productivity whilst home working. Consider remote DSE Risk Assessments which have become a popular service for Oculus Health and Safety for homeworkers to ensure risks are assessed when working away from the office. Also review the best use of technology and how it can support new working practices and breakdown communication barriers.
Nurture employees: Regular communication channels will need to be open with mechanisms in place for open dialogue. Businesses will need to listen, engage, and empower employees and provide opportunities for growth and learning to improve performance when working remotely.
Hybrid working does come with many benefits but there are many challenges too, consultation will be of essence and businesses will need to look at improving and changing their current people strategies to ensure a cohesive and collaborative approach to the new norm of hybrid working.
