Hybrid working: what is it and how businesses can roll it out

For employers that were unsure of the benefits of remote working, the pandemic was an experiment that proved successful for many businesses and staff. Hybrid working is no longer a bonus but an expectation – even a necessity – for many workers. As a result, employers need to offer hybrid working to stay competitive, attract new hires and retain staff.

Meeting the needs of workers in this way has a ripple effect on job satisfaction and productivity, as well as demonstrating the value an employer places on work-life balance.

What are the pros and cons of hybrid working?

Along with the benefits, there are drawbacks to this working model. By developing your own approach, businesses can pre-emptively build solutions to hurdles to make the most of the positives of hybrid working.

Pros of hybrid working

• Carrying our interviews remotely can make candidates feel more comfortable, with a quarter saying that travelling to an interview can be inconvenient. Furthermore, taking on more remote staff means talent pools are no longer limited by location.
• Hybrid working provides employees with greater autonomy, helping them feel empowered to make their own decisions about what method of work suits them. They’re more likely to feel autonomy in their roles which can mean higher job satisfaction.
• Research from CIPD shows that 41% of employers report increased productivity as a result of hybrid or home working. This model gives staff the freedom to choose where they do their best work; for many, deep-focus tasks are saved for days working at home, while team meetings may coincide with office days.
• Without the need to commute as often, employees’ work-life balance can improve dramatically, giving them more time for personal or household tasks they may typically have to dedicate their weekends to.
• Off the back of lockdowns and social distancing, you’re more likely to hear people lamenting how easily they get ill. Remote work means people can stay home when they’re feeling sniffly, rather than bringing an illness into the workplace that ends up making its way around the whole team.
• Agile communication channels like Slack or Teams are more frequently used as part of a hybrid model, which can lead to better teamwork, collaboration and project management.
• A remote-first model could save employers money by reducing office space. Meanwhile, a quarter of people believe a hybrid model would support them against the backdrop of higher living costs.
• Going remote brings opportunity to more people, such as those with caring responsibilities or people struggling with travel costs. Hybrid working is also more of a necessity for some groups, with McKinsey research highlighting that traditionally underrepresented demographics are more likely to favour a hybrid approach. Our own research shows a third (32%) of women want to see flexible working compared to 17% of men.
• The option to work remotely can foster a more dynamic, innovative company culture, as people find new ways to work and socialise with colleagues.

Cons of hybrid working

• Keeping the recruitment process entirely remote means that candidates don’t have the opportunity to get a feel for the office or the culture before their first day. In terms of onboarding, there are also fewer organic opportunities to get to know the team, which could lead to isolation or stunt career growth for younger workers in particular.
• For junior employees who are reliant on asking their manager for advice at their desk, tasks may take longer to complete. Procrastination may also set in for staff who don’t have high self-motivation.
• Working from home brings distractions for some staff, while for some industries, it’s simply not an option to introduce any form of hybrid model.
• Research shared by the BBC suggests that hours worked globally went up during the pandemic as hybrid and remote working became widespread. This is because some people are more likely to overwork at home to prove they’re being productive when not present in the office.
• Too much time working from home could leave people feeling isolated, particularly if they are more extroverted and enjoy seeing people face-to-face.
• Collaborating remotely often requires more planning or new tools, which can add extra time and cost to projects. It also relies on technology – and technical hiccups can stall collaboration.
• Higher household bills could put pressure on staff who are working from home. However, this could be alleviated by employers offering to subsidise these costs.
• Not everyone has a home environment suitable for long-term remote work. In fact, almost a fifth (16%) of people from lower socioeconomic backgrounds don’t have a dedicated workspace at home, which could have implications for their health and wellbeing.
• If there are no opportunities for staff to spend time (or even meet) in person, it can be harder to build a sense of togetherness. This could make it easier for employees to leave the business as they don’t feel a strong affiliation with the company’s culture.

How to implement a hybrid work model successfully

Follow these steps for a successful hybrid work setup:

Co-create your hybrid work solution with staff