Coronavirus shifted our work routines, especially as most people were forced to adjust to working from home. Even after the pandemic, workers have shown extreme interest in working from home for at least a portion of their working hours. This has led to the idea of hybrid working, which allows workers to spend part of the week at the office and the rest working from home.
Why Would an Organisation Choose Hybrid Working?
Employees are now looking towards their organisations to provide flexibility with how they work and where they work from. When organisations are against a hybrid working culture, it can significantly impact the workforce, limit the ability to attract top talent, and increase employee turnover or lack of engagement.
Introducing hybrid working allows companies to provide multiple benefits to their employees, such as saving money on their commute, allowing more time for family and friends, increased employee focus, and employee retention. When employees are happy with their working situation, they're likely to put more effort into their role.
Planning for a Hybrid Workforce
You may decide that a hybrid workforce makes the most sense for your organisation's business goals, or it may be necessary due to the spread of COVID-19 or government guidance. Regardless, preparing for a hybrid workplace takes a bit of planning to ensure it can be adequately sustained and managed. Here are some ways to prepare and plan for hybrid working:
• Agree to a Plan: The first step is to determine whether a hybrid working situation will be suitable for your organisation. Every decision-maker in your organisation needs to be on the same page regarding the addition of hybrid working to make it work.
• Defining Hybrid Working Within Your Organisation: It's essential to determine what positions can qualify for hybrid working and which will not fit the structure. This is the stage where policies, rules, and plans can start to become concrete.
• Include Management: Before rolling out your hybrid working policy, it's essential to take the time to educate and train management on this new process so that they can support the hybrid working culture.
• Create a Rollout Plan: One of the most important parts of introducing a hybrid workforce plan is to develop a strategy to share the news with your employees and explain who can apply when it starts and what procedures need to be followed.
• Supporting the Hybrid Team: With this new rollout will come challenges that will need to be addressed along the way, such as employee productivity, facilities, scheduling, and technology. Ensuring that you can still build a strong, productive, well-working team is vital to the success of this new workforce.
Hybrid Working Looks Different Depending on the Organisation
There is not a right or wrong way to implement hybrid working in your business. This process will look different in each company due to the varying goals and industry of your organisation. Starting with this list as a beginning point can help you successfully navigate the world of hybrid working.