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Since the pandemic, hybrid working has become a key part of modern workplaces.
It’s reshaped how both businesses and employees approach work. Whilst the popularity of working from home has fallen, hybrid setups are thriving.
According to the Office for National Statistics (ONS) 1, over a quarter of working adults now follow a hybrid model.
But the survey revealed that not everyone benefits from this trend in the same way. Older employees, senior staff, and those with higher qualifications tend to have more flexibility. Parents, especially fathers, are also more likely to have access to hybrid work, helping them balance work and family life.
In late 2023, research from the British Chambers of Commerce 2 showed that less than 30% of businesses expect their workforce to be fully in-person in the next five years. While patterns may vary across B2B services, manufacturing, and B2C, it’s clear that the way we work has changed since the pandemic.
Hybrid working combines remote and office-based work, giving employees the best of both worlds. It allows for in-person networking and collaboration, while offering the flexibility to work from home.
Other benefits include:
1. Better work-life balance
Hybrid working means employees no longer need to commute when working from home. It frees up time, allowing them to create schedules that fit around family and hobbies.
2. Improving sustainability
Less commuting means lower carbon emissions. Employers can also reduce their environmental footprint by scaling down office space.
3. Finding cost savings
Without the daily commute, employees can save on travel expenses. With fewer people in the workplace, businesses can reduce physical space and overheads.
4. Making productivity improvements
Employees can work from anywhere, creating environments that suit their needs. That may be at home, in a co-working space, or even a coffee shop. Many find fewer distractions, helping them focus. Flexible hours also allow people to work when they’re most productive.
5. Increasing employee satisfaction
Hybrid working can lead to better job satisfaction. It empowers people, giving them more control over when and where they work. This can also lead to increased motivation because working patterns suit their lifestyle.
6. Attracting employees
Flexibility is a big incentive for employees. It also opens a wider pool of people to recruit. Because work can happen remotely, location is no longer a restriction.
7. Improving diversity and inclusion
Hybrid working supports people with family care responsibilities. It also reduces barriers for those struggling to commute due to disability or location challenges.
While hybrid working has many benefits, it’s not without its challenges.
1. Social isolation
Remote working days can lead to feelings of isolation, especially if team members are in the office on different days. This lack of social interaction can affect motivation and performance.
2 Employee burnout
Traditional working arrangements mean leaving the office at the end of the day. Hybrid working blurs the boundary between work and home. Often this can lead to longer working hours, overwork, and burnout.
3. Collaboration difficulties
Hybrid working leads to less in-person interaction and a reduction in informal discussions. This can affect both team bonding and knowledge sharing. Remote employees may also struggle to take part in hybrid meetings with a group of people in the office.
Note: At The Business Village, you can hire a meeting room and use our meeting owl to make hybrid meetings work better. Read our blog post on How to make hybrid meetings more effective by using the Meeting Owl.
4. Trust problems
Managers often worry about productivity when they can’t see their team members in-person. This lack of trust can affect relationships. Introducing rigid procedures such as allocating specific office days can erode trust too.
5. Career development fears
Without in-person support, employees can miss out on mentoring and career development opportunities. Remote workers may also feel there’s less chance for networking and career progression.
6. IT security risks
Employees working from outside the office can create an IT security risk. This can be worse when staff use personal devices or connect to unsecured networks.
7. Hybrid working inequalities
Not every employee or sector can adopt a hybrid working model. Sectors like manufacturing, construction, or customer service need an on-site presence. As a result, there may be differences within companies around who can access hybrid work.
In April 2024, UK law 3 gave employees the right to request flexible working from day one of employment. It covers changes to hours, location, and working patterns. Within this is part-time work, flexitime, compressed hours, and term-time arrangements.
Employees can make two requests in a 12 month period. The changes to the law mean they no longer need to explain the effect of their request or how to manage it.
When receiving a request, employers must:
Requests presenting a significant operational challenge, such as higher costs or a decline in quality can be rejected.
Today’s employees want more flexibility in their working life, and companies can gain by meeting this demand. Supporting hybrid working can build engagement, productivity, and staff retention.
A good hybrid working culture is about more than just working hours and locations though. It’s about building a culture that balances flexibility with business outcomes.
Here are some tips to help get it right:
1. Ensure good communication
Good communication is essential for the success of hybrid teams. Regular check-ins, clear policies, and inclusive meeting practices help everyone stay connected.
2. Build trust
Empower employees to manage their own schedules and trust them to deliver results. By focusing on outcomes, not working hours or time in the office, you can avoid micromanaging.
3. Train and support managers
Managing hybrid working is a different skill set to managing in-person teams. Train managers on leading hybrid teams, ensuring inclusion, collaboration, and remote performance management.
4. Prioritise equality
Ensure remote workers have the same opportunities as their in-office peers. It’s easy for them to get overlooked as they’re not in front of managers daily. Track promotions, pay rises, and training opportunities to avoid unintentional bias.
5. Invest in tech
The right technology can make hybrid working arrangements more effective. Software like Zoom, Microsoft Teams, or project management software can help with collaboration. It’s also essential to have strong IT security to protect systems and data.
6. Promote wellbeing
By allowing people to prioritise their personal lives, they can create routines that support wellbeing. Training on how to manage a work-life balance and healthy digital habits can help
too. Also train managers in how to spot potential issues and create a culture of mental wellbeing.
7. Clarify expectations
Set clear policies about remote work, including in-office days and availability. This can include how teams stay connected, and how meetings work. Having consistency will build trust and avoid misunderstandings.
Hybrid working can have a positive impact on a company’s Environmental, Social, and Governance (ESG) goals.
Environmental:
Hybrid working cuts commuting and office energy use, helping lower carbon footprint. It also encourages digital communication and cloud storage, reducing paper waste. But home energy use will increase, and there will be an environmental cost of keeping offices open when employees are at home.
Social:
Hybrid working gives employees more flexibility, helping them balance personal and work life. This can increase job satisfaction, improve wellbeing, and reduce stress. It can also enhance diversity and inclusion, attracting people from a wider range of backgrounds.
Governance:
Hybrid working gives a business more flexibility to manage office space and reduce costs. Clear communication and inclusive collaboration keep everyone connected, helping with transparency and accountability.
Hybrid working and other flexible arrangements are important benefits for employees nowadays. The pandemic proved it was possible, and many want to keep that flexibility going forward.
Whilst hybrid working isn’t for everyone, it’s an approach that can work for both companies and their staff. Finding the right balance will enable companies to improve job satisfaction and enjoy better results. Whether remote or in-person, the key is creating a workplace where everyone feels valued and supported.
To chat with us about hybrid working, or to book the meeting owl, please contact Kevin Steel, Business Development Manager via:
You may also be interested in reading:
1 ONS Survey: Who are the hybrid workers https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/whoarethehybridworkers/2024-11-11
2 British Chambers of Commerce article on hybrid working (December 2023) https://www.britishchambers.org.uk/news/2023/12/businesses-say-hybrid-working-is-here-to-stay/
3 UK guidelines on flexible working https://www.gov.uk/flexible-working
