Hybrid working is here to stay, but...

Whilst it is clear that hybrid working is here to stay, it is becoming increasingly obvious that there is no suitable ‘one size fits all’ approach to flexible working arrangements.

A research-led guide into effective hybrid working, carried out by the University of Leeds, recently reported that hybrid work can mean widely different things in practice to groups of employees. 

Working arrangements that are optimal for one sector of an organisation’s workforce may be incredibly detrimental to others. As such, it is crucial that organisations recognise the need to maintain communication lines with their staff, so that they can work together to find an effective way forward. This will help to avoid misalignment between the priorities of employers and their employees. It also ensures that staff feel listened to - supporting both employee output and general wellbeing at work.

The report by the University of Leeds also outlines that a reliance on rigid policies is likely to be particularly harmful and, instead, it is important for an organisation to emphasise the underlying principles and goals beyond hybrid working practices. The research demonstrates that fixed rules in relation to hybrid arrangements - such as a mandating a certain level of office attendance – do not necessarily survive reality and nor do they cater for the individual requirements of different teams.

Instead, outlining clear business rationale will help an employer to justify why varying arrangements may be necessary across their organisation. Employers that embrace this approach are likely to be the ones that continue to excel in the creation of successful flexible working environments.