From Home To Hybrid – How To Navigate A Change To Ways Of Working

As the country moves forward from the Covid-19 pandemic, many employers have been gradually welcoming teams back into the workplace after operating remotely for more than a year. According to The Office for National Statistics (ONS), 85% of adults currently home working said they wanted to use a “hybrid” model of both home and office working in the future. This is reflected in the job market, with three times as many online job adverts referencing home or hybrid working in May 2021 compared to the February 2020 average.

With employee priorities changing, this transition is something not to be taken lightly by bosses. Below, we have outlined four areas for employers to consider when making the switch from home to hybrid working.

How to successfully implement a hybrid working model

1. Implement policies

When we look at the hybrid form of working, it is, in essence, a flexible approach. Therefore, employers may need to consider updating any existing policies to include or implement a specific hybrid working policy. This will vary slightly for every business, as it depends on the specific context, and, as with all new policies, should be accompanied by supporting guidance and information for effective implementation.

When developing policies and procedures organisations should consider:

• Setting out who is eligible for hybrid working, or what role types;
• Explaining how to request hybrid working;
• Clarifying roles and responsibilities for hybrid workers and people managers;
• How hybrid working intersects with other forms of flexible working; and,
• Reviewing other related policies, such as expenses, IT usage, homeworking and data protection.

2. Updating contracts

Hybrid working may bring about contractual changes for employees if it is to be implemented on a formal basis. This is something that requires transparent communication between the organisation and employee to consider how hybrid working may alter the terms and conditions of someone’s employment.

If it is a more informal arrangement, changes to contracts may not be needed, but it’s important for workers and management to understand the differences between both and ensure they’re in agreement from the offset.

However, if the employer or employee is unsure, it is advisable to seek legal advice on the specific implications of hybrid working as this will guarantee peace of mind for both parties.

3. Open lines of communication

As we have learned from working through the pandemic, homeworking can only be successful through effective communication. For hybrid working, this is just as crucial when it comes to staying on track as a business. Failure to manage the flow of communication and exchanging of information can result in gaps or mistakes, which can be detrimental to team working and even exclude members of the team who are not in the office at certain times.

Each member of an organisation needs to take responsibility for and make time for, communication, as well as casual conversations to maintain working relationships. There is no “one size fits all approach” when it comes to communication, as this will depend on various factors such as your team size, the different roles, and the type of hybrid work, and is something that will likely evolve as companies settle into a new rhythm.

4. Employee participation – feeding back or into policies

This has never been more important than after a year where so much has changed in the way we work and links in with keeping lines of communication open. Employee participation can help reintegrate workers who’ve either been on long-term furlough or who are going to be spending more time in the office.

This could manifest in a number of ways, from simple, informal conversations through to conducting formal surveys or holding one-to-one meetings. All of these enable employers to answer questions, gather feedback on how people are feeling and identify areas that are working as opposed to those that maybe need to be improved or altered.

After decades of office working being the norm, there’s no doubt that the Covid-19 pandemic has led to a shift in working attitudes that will see a change in the way we work for generations to come. Therefore, getting all of the policies and procedures in place straight away is vital, to ensure a smooth and successful transition into what will be a new era of working.