Will 2023 Change Hybrid Working?

The pandemic will have changed our work habits in a way that is probably irreversible. Not only have employers who are cautious about the idea of ​​telework not had the choice to try the experience, but some employees have taken a liking to it. They don’t necessarily see themselves coming back to the office full time.

This is why the concept of hybrid work seems the ideal compromise for many companies.

Emerging models
What you need to know first is that it is the prerogative of the employer to decide where the employee can or must perform their tasks. Also, in normal times, an employee cannot be required to work from home, unless this is provided for in their contract. Otherwise, it is seen as an invasion of privacy.

There are four main work organization models that emerge.

Status quo
It’s 100% office work. We try to provide the best work experience on site and there are few or no opportunities to work from home.

Here, we are 100% teleworking. We seek to offer the best remote experience through different tools and platforms.

It is a hybrid model. We offer the best possible experience in the office, but we do not require face-to-face attendance at all times.

In this hybrid model, the employee has complete freedom. It’s up to him/her to see how he/she wants to work (face-to-face, remotely, both) according to his lifestyle.

Advantages and disadvantages for employers
For an employer, remote work offers several advantages:

Rent reduction.
(Generally) increased production.
Reduced absenteeism.
Access to a larger pool of candidates.
Talent attraction and retention.
But all is not rosy. Remote work also carries risks:

Reduction of fortuitous links between colleagues.
Difficulty communicating corporate culture.
Loss of interest among some employees for whom human contact makes work rewarding.
Increased risk of fraud by some employees.
Challenge for internal communication and for team managers.
More risk of work accidents since you have no control over their work environment.
Possibility of underestimating certain talents.
The beauty of hybrid work is precisely to allow you to exploit certain benefits while reducing the risks. You can reduce the size of your offices while taking advantage of the presence of employees who would be reluctant to be there every day. Conversely, you will be able to bring your team together for important meetings and ensure that some chemistry is formed in your team.

What should you think about before getting started?
1 ) Your workspace
Define the list of equipment needed for each position so that everyone has the right equipment, whether in the office or at home.
Analyze your IT tools and adapt them to a hybrid reality. Pay particular attention to cybersecurity.
2) The communication structure
Establish which types of meetings can be done remotely and which must be done face-to-face.
Structure internal communications so that information travels fluidly and bidirectionally (from executives to employees, but also from employees to executives).
3) Your human resources practices
Think about how you will onboard new hires so that they develop a sense of belonging.
Identify the best modes of communication for the various meetings required by human resources.
Find out how you will evaluate the performance of your employees.
Put forward a clear policy on the right to disconnect.
In short, moving to hybrid work requires thought and preparation. Done well, it is most certainly an organization that could bring several benefits to you and your employees. Above all, the flexibility it lends you will increase the resilience of your business.

Eleanore Frinqois

Eleanore Frinqois, Lead Editor at BusinessGrowthCoaching.co.uk is a business leader with over 30 years in both start-up and enterprise level organisations. Previously Operations Directer at a £1.8BN media group, alongside setting-up and later selling 3 digital brands - Eleanore has expertise across all aspects of business growth.

Previous Post
Next Post