Almost four years since the final Covid-19 lockdown ended, and yet many are still found to be working remotely. The pandemic has reshaped the way we work, ushering in the era of hybrid working – a blend of remote and in-office work. What started as a necessity during lockdowns has now evolved into a preferred arrangement for many organisations and employees. However, the debate arises as to how location impacts workplace culture, and whether this is detrimental to the dynamic of the business success. Is this flexible work model here to stay, or is it just a phase?
The rise of hybrid working
The concept of hybrid working isn’t entirely new but gained traction when the pandemic forced businesses to quickly adapt to remote setups. In a modern age where technology enables efficient communication, a lot of companies realised that productivity didn’t suffer – and for some it found that it actually improved.
As lockdown restrictions eased, the middle ground emerged: hybrid working. Many employees split their time between home and office, reaping the benefits of both environments. Employees enjoy greater autonomy in managing their time, reducing burnout and instead increasing job satisfaction. Additionally, there is the benefit of respectively cutting commuting times down for both the employee, and the employer. Particularly, as many in-office meetings held can be just as successful and effective over a video call. The emergence of hybrid working allows for productive recruitment as companies can recruit from a wider geographical area, which enhances diversity and inclusion within the workplace.
Is hybrid working all it’s cut out to be?
One of the biggest hurdles in the hybrid working model is its reliance on technology. While advancements in digital tools and platforms have made hybrid working possible, this dependence creates significant challenges that businesses and employees must navigate. Specifically, inconsistent IT infrastructure can lead to many employees suffering from:
- Lagging productivity
- Compatibility issues
- Unequal access
All of which can result in employee’s performance being hindered, and employees falling victim to a cycle of frustration, disengagement and burnout.
Some employees may experience burnout more easily in a hybrid work arrangement due to the blur in boundaries between work life and personal life. Without the clear separation of leaving an office at the end of the day, remote workers can often feel compelled to remain logged on, answer emails, or complete tasks, making it harder to truly unplug and recharge.
Is hybrid working sustainable?
The sustainability of hybrid work is dependent on how an organisation implements and adapts it into their workplace culture. Whether that be investing in hybrid strategies, such as redesigning office spaces and offering employees tools to collaborate effectively; or implementing policies that promote flexibility, and work-life balance to meet the diverse needs of the workforce.
It’s critical for businesses to address the challenges, create equitable opportunities, and foster a culture that supports both remote and in-office workers. If you are an employer considering adapting to a hybrid working arrangement, it may be sensible to take advice to allow sufficient insight to implement any necessary changes coming into effect. Any changes to working arrangements may require corresponding adjustments to an employee’s contract of employment. If you are an employer considering such changes, and would like to discuss the best approach, our team of expert employment solicitors are here to help. Please feel free to contact us for further assistance on 0161 696 6170.
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