The impact of hybrid working on workers and organisations
Around 60% of companies now operate a hybrid working model.
Employees now have a taste for hybrid working and all the benefits it may offer. This working approach gives employees all the tools they need to perform from the jobs from anywhere, remotely. It has been shown to improve employee satisfaction, boost retention, and reduce business overhead costs.
In this article, you’ll learn about the benefits and challenges of hybrid work models.
What is hybrid working?
Hybrid working allows employees to work from both a remote location and the office. Remote working can include home, coffee shops, and co-working spaces — potentially anywhere worldwide if the employer allows.
What is a hybrid job?
A hybrid job allows employees to work from an office or remote location. The role commonly includes independent tasks, such as writing, data analysis, and online research, as well as projects that involve collaboration with colleagues.
Working a hybrid job gives you the flexibility to work at a time that best suits you.
Hybrid working models explained
Hybrid working models combine remote work and office-based work. It allows employees to work from anywhere, whether from home, a coffee shop, or the office.
Taking this approach is popular but has its challenges. Companies must consider whether it fits their industry and ensure they have the tools and resources to support a hybrid work model.
3 benefits of hybrid work
Improved job satisfaction
88% of employees believe that hybrid working has increased their job satisfaction.
By allowing employees to decide how, where and when they work, workers feel trusted to get tasks done without close supervision — enhancing morale and job satisfaction.
Improved work-life balance
Juggling work and personal life is complicated. Amongst challenging commutes and repetitive work structures, it’s hard for workers to find time to recharge their batteries and pursue personal interests.
By introducing a hybrid model, your employees may benefit from improved mental health and a healthier work-life balance than a full-time position in a physical office.
Increased productivity
Some employees work better in the office, while others thrive in a quiet space where they can focus. A hybrid work model is helpful because it empowers employees to work where and when they’re most productive, leading to better efficiency and higher-quality work.
3 disadvantages of hybrid working
1. It doesn’t suit every industry or job
Hybrid working isn’t suitable for every industry or job position — some roles need to be completely remote or in-office.
Before implementing a hybrid work model, take the time to consider whether it fits your industry or department.
The company also ensures workers can access all the tools to work effectively from home — whether that means supplying sit-stand desks, monitors, laptops, and software. Such measures aren’t always possible for every business.
2. It can create a disconnect between teams
Maintaining collaboration and teamwork between onsite and offsite workers is only possible with face-to-face interaction. When off-the-cuff meetings in the office kitchen and spontaneous check-ins at a coworker’s desk are no longer possible, employers must find ways for remote workers to communicate easily with office-based employees and vice versa.
Improve the communication link between remote and office workers by following these 3 steps:
- Supply necessary technology for virtual meetings, e.g. video and audio equipment and a capable wifi connection;
- Arrange subscriptions to communication tools which make life easier;
- Set meeting guidelines to ensure everyone feels heard.
3. Potential cyber risks
The most alarming challenge of hybrid working is the significant increase in cyber security issues. When employees work remotely (using different networks and unprotected personal computers), it’s much more challenging to organise security measures — leaving the company open to cybersecurity threats.
Companies must ensure remote employees are retrained on security standards and have dedicated IT support readily available.
Employer responsibilities towards remote workers
While remote workers are out of sight, employers can’t ignore their needs. Employers must ensure a healthy and safe workplace for all employees — regardless of where they work.
As an employer, your paramount responsibility is to provide the resources and tools needed for employees to be productive wherever they work. This includes all the correct communication software, necessary devices, and access to company data.
Additionally, the most successful hybrid working models have crystal-clear expectations for employees. They cover how often you expect hybrid workers in the office, the times they should work, and how they should organise their time.
Here’s a summary of employer responsibilities toward hybrid employees:
- IT and equipment expenses.
- IT assessment to ensure all technology devices align with data security.
- Communication software for teams to collaborate.
- Clear guidelines and expectations.
- A remote work coordinator to oversee hybrid workers.
- Continuous feedback to gather employee thoughts and concerns.
Impact of hybrid working on employees
Nearly half of workers claim they would search for a new job if their employer refused to offer hybrid work.
Sentiments like this have led to a free fall in the number of people working full-time in the office.
A hybrid worker can expect many positives, such as increased wellbeing, higher productivity, reduced absenteeism, and boosted job satisfaction.
Of course, it’s not all smooth sailing, and hybrid workers have some challenges. Namely, long work hours, difficulty detaching from work, decreased social interactions, and fewer learning opportunities.
Impacts of hybrid working on organisations
Senior leaders are warming to integrating a hybrid model.
With a well-oiled hybrid working model, businesses can expect to experience increased employee retention, reduced overhead costs, higher productivity, a more engaged workforce, and reduced absenteeism.
The benefits sound appealing, but some challenges will need some attention to avoid. Without the right guidelines, businesses will experience reduced collaboration, lower engagement, and a blow to company culture. And to avoid these shortcomings, businesses must study hybrid work best practices.
Hybrid work best practices and how to adopt a hybrid work model
Businesses are facing a difficult decision: continue using a flexible working model or revert to full-time office working. A well-considered plan is paramount for success if your company pursues hybrid working.
How to build a hybrid work policy
Hybrid work policies are essential for businesses with remote or hybrid workers. The hybrid working policy is an agreement between the company and employees that clearly defines the eligibility, expectations, and requirements for working from home. It must leave no room for confusion among workers.
There’s no limit to the scale of your policy, but the best hybrid working policy templates include:
- Clear requirements as to who is eligible to work from home.
- Set regular working hours or time frames when the employee must be online.
- Designate communication channels.
- Necessary equipment and technology (and which the company will provide).
- A direct line between employees and IT support.
- Clear cyber security and data protection standards.
- Ergonomic guidelines and break recommendations.
- Conditions for termination of hybrid work.
It’s also a good idea to consider travel as part of your hybrid work policy.
Giving your team a convenient way to travel for work that compliments the flexibility of a hybrid job makes it likely that they’ll spend more time in the office. And you can get this with the Bolt Business.
With Bolt Business, your employees can charge travel straight to your company from their Bolt app and travel in a number of ways:
- Get picked by a driver;
- Jump on a Bolt scooter or e-bike;
- Use Bolt Drive.
Legal implications of hybrid working
Managing employee hybrid work requests is challenging. Some will want an entirely remote schedule, while others need a few days to connect face-to-face with their team. But the employer always has the final say, and they have every legal right to deny requests.
However, to avoid discrimination claims, having a water-tight policy that outlines the criteria for allowing hybrid work is of great importance.
Hybrid working FAQs
Can an employer refuse a request to work from home?
Yes. If an employer thinks that the role is best suited to in-office work, they can refuse a request to work from home.
Since working from home is more applicable to certain departments or individuals, requests are typically considered case-to-case. Legally speaking, employers can force employees back into the workplace, but it might not be in their best interest to do so.
Accommodating the preferences of your employees can improve trust, productivity, and overall performance.
Can I legally request hybrid work?
Unless it’s written in an employment contract, employees cannot decide where they work. Your employer can request that you return to the office at any time and are legally entitled to do so.
After working remotely, some employees will undoubtedly oppose a transition back to in-office work — especially if they feel more productive working from home. Indeed, employees can formally request to continue their remote work, but employers are not obligated to accept.
In certain circumstances, employees can contest a request to return to the office. If an employee has undergone a long spell working from home, they might be able to argue that remote work has become a fundamental term of employment.
Is a hybrid model good for working?
Hybrid work combines in-office and at-home work, offering both benefits. The hybrid work system is an attractive choice for employers as it provides employees with the flexibility they desire while ensuring close supervision when necessary.
Whether a hybrid work model is suitable depends entirely on the strategy.
What is a hybrid work environment?
A hybrid work environment gives employees the flexibility to work from a location that makes them most productive — whether that’s the office, home, or a coffee shop.
What is a hybrid worker?
A person who works in a hybrid workspace is known as a hybrid worker. These employees have the flexibility to complete their work from remote locations and are responsible for managing their work time in a way that best suits them.
What is an example of hybrid work?
The charm of hybrid work is the flexibility that it brings. And there are many ways your company can embrace it. Some hybrid workplaces give employees complete schedule control, while others favour frequent in-person supervision and collaboration.
Each company and department will prioritise different things, so finding a system that works for you and your employees is essential.
The most common hybrid work models are as follows:
- Flexible hybrid: employees decide which days they work from the office.
- Split-week hybrid: employees are assigned specific days for remote and in-office work.
- Team-specific scheduling: departments work from the office on specific days.
- Hybrid blend: a combination of the above.
The future of hybrid working
Nowhere in the world will you find a right to work from home enshrined in law.
While the introduction of laws is unlikely, changes are being made to legislation worldwide to make hybrid work more feasible. For example, the UK has introduced a right to request flexible work arrangements, with the employer required to provide reasons should the request be denied.
New measures such as these don’t guarantee a right to work from home but reinforce a right to ask. And they also prevent employers from denying requests for vague reasons.
The only way to earn the right to work from home is in your employment contract — which you can do when starting a new job or renegotiating terms.
Give your employees a reliable route to work
Whether you need a convenient commute, a quick ride to an offsite meeting, or an airport transfer, you can meet your company-wide travel needs with Bolt Business.
With Bolt Business, you can add your employees to a central account and pay for their work rides — saving them from using their own money and filling out expense reports.
Sign up today to give your team a convenient, reliable, and flexible way to travel for work that suits any work schedule.
