Nov 24, 2023
Hybrid working has proven its worth to businesses and is gaining momentum year-on-year — around 60% of companies now operate a hybrid working model.
Employees now have a taste for hybrid working and all the benefits it offers. And to make sure they can continue working from the home office, they’re requesting a permanent hybrid approach to work.
The flexible working approach gives workers all the tools they need to perform from anywhere, has improved employee productivity, boosted retention, and reduced business overhead costs.
In this article, you’ll find out the benefits and challenges of hybrid work models and get some tips to put your company on the path to success.
Hybrid working gives employees the flexibility to work from remote locations as well as the office. Remote working can include home, coffee shops, and co-working spaces — potentially anywhere in the world if the employer allows.
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 — making it easy to maintain a healthy work-life balance.
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. The idea is to give employees the flexibility to choose when and where they work, ultimately leading to a better work-life balance.
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.
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.
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 will benefit from improved mental health and a healthier work-life balance than a full-time position in a physical office.
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.
This goes against the common misconception that working from home leads to more distractions and a drop in work standards.
Hybrid working has proven its worth to businesses and is gaining momentum year-on-year — around 60% of companies now operate a hybrid working model.
Employees now have a taste for hybrid working and all the benefits it offers. And to make sure they can continue working from the home office, they’re requesting a permanent hybrid approach to work.
The flexible working approach gives workers all the tools they need to perform from anywhere, has improved employee productivity, boosted retention, and reduced business overhead costs.
In this article, you’ll find out the benefits and challenges of hybrid work models and get some tips to put your company on the path to success.
Hybrid working isn’t suitable for every industry or job position — some roles need complete remote or in-office working.
Before implementing a hybrid working 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.
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:
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.
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:
Employees are the first to shout loud and proud about the value of hybrid work. 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.
Senior leaders are warming to integrating a hybrid model.
With a well-working 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.
Businesses are facing a difficult decision: continue using a flexible working model or revert to office working. A well-considered plan is paramount for success if your company pursues hybrid working.
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:
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:
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.
It’s no use building a hybrid work model without input from your employees. After all, they’re the ones at the heart of it all.
Use the survey to determine the best working set-up for each person and how they picture a hybrid working model functioning. You can create a plan and policy for everyone by asking different departments and seniority levels.
As your hybrid workplace evolves, continue to gather employee feedback by providing several avenues for workers to share concerns and recommendations.
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.
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.
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.
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.
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.
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:
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.
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.
