What is Hybrid Work?
A hybrid work arrangement is where employees split their working week between working in a traditional office environment and working from home or other remote location.
Benefits:
1. Flexibility and Work-Life Balance: One of the primary benefits of hybrid working is the flexibility it offers employees. Being able to work from home or the office, means that employees can be more in control of managing their own personal and professional needs. This flexibility helps employees manage their work-life balance more effectively, reducing stress and burnout. For instance, parents can be more present for their children, and employees can save time and travel costs by cutting down on commuting. While this is often seen as more so a benefit for employees, the positive flow on effects for employers shouldn’t be overlooked in terms of:
• Attraction – Offering a degree of flexibility will likely attract a wider range of candidates and potentially give you a competitive edge when recruiting; and
• Retention – it’s likely to increase job satisfaction and loyalty to the employer.
2. Increased Productivity: Hybrid working can boost productivity by allowing employees to work in environments where they feel most comfortable and focused. For some, the home environment can be less distracting than a busy office. Additionally, the hybrid model supports a results-oriented approach, where employees are evaluated based on their output rather than their physical presence. This can motivate employees to work more efficiently and innovatively, ultimately driving better performance and overall outcomes for the broader business.
Disadvantages:
1. Communication Challenges: Despite the benefits, hybrid working can lead to communication challenges. The lack of face-to-face interaction can create barriers to effective communication, potentially leading to misunderstandings and delays in work being completed. While digital communication tools and task/project management tools can bridge this gap, they may not fully replicate the immediacy and nuance of in-person conversations. Teams may struggle with collaboration, and managers might find it difficult to monitor progress and provide timely feedback, impacting overall productivity and cohesion.
Also don’t forget the incidental or ‘water-cooler’ conversations where valuable information can be gained through interactions with other broader team members.
2. Inequality and Isolation: Hybrid working can inadvertently create inequalities among employees. Those who work remotely may feel isolated or less included in the company culture compared to their in-office counterparts. This divide can lead to feelings of alienation and a sense of being overlooked for promotions or key projects. Additionally, employees without access to a suitable home office environment may struggle with productivity and well-being (not to mention potential WH&S risks for poor lighting and ergonomics). Companies must be aware of these potential disparities and even get creative in finding ways to ensure all employees feel valued and supported, regardless of their working location.
From working with our clients, it’s clear that there is no ‘one-size-fits-all’ approach to making hybrid work arrangements a success for both the business and employees.
Successful hybrid working arrangements often require some strategic thinking and planning, giving consideration to the benefits and disadvantages listed above and how these may present for your team(s). By leveraging technology and fostering a culture of trust and collaboration, leaders can ensure that hybrid work arrangements maximise the benefits and both the work and remote work settings, while mitigating the drawbacks.
Nick Hedges is the founder of Resolve HR, a HR consultancy specialising in providing workplace advice to managers and business owners. He recently published his first book, “Is Your Team Failing or Kicking Goals?”. It is a practical response to the most pressing HR challenges, which can be found at https://resolvehr.com.au/.
Disclaimer: The contents written do not constitute legal advice and does not cater for individual circumstances. The information contained herein is not intended to be a substitute for legal advice and should not be relied upon as such.