19 October 2021
Our home and work lives are blurred, like never before.
The mass adoption of remote working by white collar workers has transformed the narrative of where and how we work – probably, forever.
Hybrid working is at the heart of that change.
This article will outline what hybrid working is, how it differentiates from traditional working, and the pros and cons for employees and leaders.
Hybrid working describes the practice of employees working from home, the office, or any other location.
Unlike traditional work models, hybrid working doesn’t constrict personnel to work solely from the office. It enables professionals to work where they (and their employer) feel they’ll be most productive and engaged.
Flexible and multifaceted, hybrid working can be implemented in numerous ways and the terms are often mutually agreed between employers and their employees.
Some people, for example, may work from home every Monday and go into the office for the rest of the week.
Other individuals may prefer to work three days a week from home and two days from the company headquarters.
There will also be those who choose to work solely from home or the office.
Numerous studies show people working from home, at least once a week, enjoy a better work-life balance and a reduction in commuting costs. An online study of 9,059 people found that employees who worked remotely reported feeling happier than their colleagues who remained working in the office.
When employees are happier, they produce better work. Therefore, productivity was just as high, if not better, when employees worked from home during the pandemic, according to reports.
For employers, this provides an opportunity to transform their offices into collaborative and creative spaces that inspire employees to generate new ideas and solve complex problems, when they attend the workplace. A study by Harvard Business Review proves that the use of open, collaborative spaces increases an employee’s ability to thrive at work significantly.
Being away from the office can make it more difficult for employees to feel connected to their work, especially if they are a new starter or less experienced in their role. This can lead to lower morale. A lack of involvement in the daily comings-and-goings within an organisation may also threaten motivation, work relationships and career progression.
Collaboration between home-based and office-based teammates is also at risk. One study showed that remote working can cause team members to be more ‘static’ and ‘siloed,’ preventing them from working in a connected way with the rest of the team.
This may make it harder for teams to share, acquire and implement new practices and ideas that can drive business growth.
Alongside having the right people, processes and technology, employers need a science-backed approach to adopting a hybrid work model.
Here are things to consider when creating a successful hybrid workplace:
Want to see the science-backed solution to hybrid in action? Watch our free webinar Happy with Hybrid.