February 15, 2021

Hybrid Working Model: The Definitive Guide for HR Teams

Cloud technologies help facilitate seamless collaboration in and outside of the office. What began as an outcome of being forced into lockdown quickly revolutionised the way we work. They want to customise their schedules, save time on commuting and reduce travel and office expenses.

Even when your team members aren’t physically in the same place, you’ll foster a team spirit and get the best performance from them. As you gather this data, you can incrementally optimize your newly designed spaces to best serve how your people work. You should source technology that helps you understand how your portfolio is being used at the building and floor level, right down to the details of space types like meeting rooms, desks, phone booths, et cetera. This model can be a great choice for organizations looking to drastically cut real estate costs.

At-will model

Collaboration and integration of workplace communication tools are integral, so nobody gets left behind. Despite the advantages of a hybrid working model, businesses can suffer negative consequences. https://remotemode.net/ The time saved on commuting can be spent with friends, family or doing something they enjoy. Worries of having to rearrange appointments are eased with a more flexible calendar.

• Eikenberry and Turmel are co-founders of the Remote Leadership Institute, and in this book, they share their learnings specifically to help leaders motivate their teams and hold employees accountable.
• However, some companies may choose to be more flexible and allow workers to choose either office or home work.
• How managers can support staff, manage and monitor performance, and keep in touch.
• And your employees can easily check up on their upcoming shifts and request changes through an employee portal.
• Your employer brand strategy is vitally important to make sure you can recruit the best people for your business.

Depending on guidelines, you may have co-workers in the office on different days. Meetings and collaboration between remote and onsite employees may be difficult to manage. The office-occasional model is the idea that the employees go into the office a few times a week. These figures are hardly surprising, as employees in a hybrid workplace can manage their time better.

Notice periods: An essential guide for employers

Also highlighted how remote working has opened up more opportunities for those routinely excluded from the workforce or denied the flexibility. Click here to explore more hybrid workplace solutions that may suit your business. Hybrid working companies can also adapt or diversify their existing offices to serve new purposes. While it can be a hefty task, it’s an ideal solution for businesses who have chosen to stay in their office or are locked into a lease for the foreseeable.

• This means companies can retain employees and increase motivation and productivity.
• After a year of COVID-related chaos, Citigroup realized a typical workday during the pandemic was putting far more strain on its employees than a pre-pandemic day.
• Make sure managers listen to concerns with compassion and consider that some people will be hesitant to return to office.
• The new and improved budgeting would mean roughly £200 spent on HQ space, £200 on access to on-demand workspace, and £100 on remote work support and perks per employee.
• Not only is technology a key part in remote working but careful consideration must be taken due to 5 generations in the workplace.

You will also be expected to ensure your staff’s best interests are always taken into account. The expectation of the employer when implementing a hybrid working model is to create a safe and productive environment for their employees. By choosing this model the company can keep the office space for employees to collaborate, bond and develop a strong company culture. The pandemic proved just how productive employees can be, promoting transparency and most importantly, flexibility.

How to successfully implement a hybrid working model

You have to be realistic depending on your budget, skills and resources and communicate this to your workforce, so they understand and support you while you transform the organisation. Using your data, make a plan that considers all the opportunities and challenges we’ve discussed, and get buy in and commitment from the leadership. However, when you’re looking at your employee data, you can’t treat your workforce as one standardised unit. You should certainly take the employees’ survey responses into account, on top your historical People data you have about what has worked and what hasn’t since employees have worked from home more. Your people and your organisation are unique, and you will have your own ways of doing things that are completely different to other businesses. It’s important to provide choice, so employees can get the work-life balance they need, as well as allowing them to work wherever they work best.

• If you want to offer people more flexibility, we suggest trying a remote-friendly hybrid model.
• Part of this will be making clear how employees can access your new hybrid working policy, what it means for them and how employees have shaped the new hybrid working model.
• Make it clear to employees that they should discuss their move with their landlord, mortgage provider and house insurer, as this may affect some of their policies and structure of their agreement.

This is an at-a-glance overview of employment law, packed with relevant sources, and will quickly get you up to speed. The Long Distance Leader is a book offering expert knowledge to upgrade your leadership for an increasingly remote world. There has been an explosion in SaaS tools in response to the sharp shift and for good reason, harnessing the power of technology is a vital ingredient to the success of any hybrid organisation.

What are the hybrid workplace solutions?

There was a significant flow of people from ‘economically inactive’ to unemployed, largely driven by young people looking for work. The number of vacancies persists at over one million, meaning employers will not stop hiring all together anytime soon to ensure they don’t struggle with labour shortages down the line. Salary benchmarking is an important process that helps businesses stay competitive.

• Being fully remote may not suit some companies, where office space comes at a high premium or employees need more structure to their arrangements.
• In the UK, the number of open jobs surpassed one million for the first time ever in August 2021.
• A laptop is the preferred choice as it allows the employee to be mobile and enables them to work in various locations.
• Technology has since evolved and there are a number of virtual meeting software out there for businesses to use.
• But an employee who lives alone or in a flat share without a dedicated workspace may prefer the structure of regular trips to the office.
• The hybrid working model is precisely what you would expect it to be – a work style with a hybrid element.

As a result,
hybrid working has become the norm across many industries across the globe and
is something that is here to stay. Like all working processes, there are pro’s
and con’s to hybrid working and it is something currently discussed across the
media with well-known global brands making firm stances on their hybrid
working policies. Shortlisting helps to eliminate the risk of bias, saves time and resources, and leads you towards the best people for the role. It is an essential stage of the recruitment process and the natural precursor to the interview stage. Our guide is here to help make the shortlisting process as straightforward and understandable as possible. The latest ONS data release (14th February 2023) shows more people join the labour market due to the rising cost of living.

But since “hybrid work” feels like a relatively new concept, it can be tricky to know where to start. There are tonnes of ways that employees and employers alike can beat the burnout—from making targets https://remotemode.net/blog/guide-to-understanding-hybrid-remote-model/ more achievable to ensuring you celebrate your remote employees’ achievements. Our partners over at Spill recently wrote a blog about how you can alleviate burnout, and you can read it here.

In-person meetings and work days can also help to build employee relationships. The 3-2 hybrid model refers to businesses that require their employees to spend three days in the office and two days at home (or vice versa). This option is ideal for businesses that regard team-bonding and collaboration as prominent parts of their company culture. Unfortunately, some companies struggle with the thought that they can’t physically see their staff working and worry that they’re binge watching TV series or endlessly scrolling through social media. However, there is a large amount of research that supports the fact that on average productivity in staff working remotely actually increases over those that are bound to the office. One survey by Finder suggests that two-thirds of employees say they’re more productive when working from home.