Since the start of the pandemic many organisations have been forced into some form of hybrid working, where employees spend some time in the office and some time working remotely, be that at their home or another location. As the world starts to return to some from of normal businesses and employees alike will be grappling with the issue of do they want to be back in the office permanently.
The majority of businesses and staff have found both positive and negative aspects to hybrid working. We believe to attract and retain the best talent going forwards businesses will need to offer a mix of working environments. Similarly many businesses will have seen it's possible to operate with lower overheads, or with a remote workforce opening up new resourcing models.
Each company is unique in their mix of roles and activities and how those suit hybrid working. What models are adopted and how business activities are organised in the future will be key to the success of businesses going forward. In addition to other core components technology, culture, working practices and the working environment, both when remote and in 'the office'.
The activities businesses have struggled the most with during pandemic hybrid working, have been collaborative tasks; creative tasks; building working relationships; onboarding new employees; and up-skilling talent, particularly fresh talent who benefit significantly from coaching by experienced staff. There has also been a steep learning curve from some in leading remotely and management of employees remotely.
One of the other gaps felt from both sides has been missing the serendipitous water cooler moments where you find out about things going on in other parts of the business, that you wouldn't otherwise have known about where you might add value.
The two main staffing complaints tend to be being cut off from the social interactions around the office, leading to potential well being issues; and the feeling of being micro managed, which also adds to stress and frustration. However employees invariably also report significant improvements in some aspects of their work life balance.
Our unique framework provides a basis for setting long term vision for Hybrid working, who would be eligible for which modes of working, what toolsets will be needed, what the working environment should look and feel like and what skills will be needed to support the new way of working.
It will require some experimentation within each organisation to find the right balance in its future working policies, but our roadmap can help you set your course and navigate to the new normal as quickly and effectively as possible.
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