A new norm is emerging, and it goes by the name of Hybrid. The return to the workplace for office-format employment might have changed drastically for many, as the majority of UK employers accept the mutual benefits of remote working arrangements. But many employers still have HQ office spaces, which some colleagues are eager to get back to, at least in some capacity.
In the post-lockdown landscape, it’s no longer just a debate between office working and home working – several new models have been cultivated. Some businesses already had, or have since acquired, flex spaces or local hubs, particularly where their workforce is geographically dispersed. These local hubs or flex spaces might be fixed locations, or they could be ad hoc arrangements (such as hotel facilities). So the concept of hybrid working encompasses many different models and formats, each with pros and cons.
In our recent LinkedIn poll, we asked what working arrangement people prefer: home, office or a hybrid; you can see the results here.
What are the characteristics of each of these models, as well as the potential reservations, and how can they be mitigated? And what role does your intranet Intranet play as the single source of truth?
Has been the conventional working arrangement for professional employment for decades, is the most known format to most people, and workers benefit from being provided with work facilities and equipment that otherwise might not be easily accessible.
An emerging trend where the workforce is nationally distributed; local hubs might be readily available, or be on an ad hoc basis.
Moving towards a value-driven benefit output rather than measuring colleagues by the hours and minutes. Harnessing the most open talent pool, modern thinking and progressive management techniques.
Balance or choice of the different options; it could be up to the employees or employer which is utilised the most, in which ratio and with which frequency. One example: it’s the employee’s individual choice whether to work from home or in local hubs, with an organised monthly meet-up at the main office. Meanwhile some workers are based in the office most of the time, working from home or a hub occasionally.
Ultimately, only you can decide which model works best for you and your team. Whatever you choose, it should bring out the best of all worlds, and be beneficial for both sides. It can take a little trial and error to find the right balance; it’s vital for employers to listen to their workforce, and ask for regular opinions and feedback on what is working well and what isn’t. The Intranet is that listening tool for two-way conversations and feedback loops. It also enables you to detect what isn’t being said aloud, such as what documents are being read, and search terms. Ultimately, it can play a major role in supporting your colleagues to be efficient, satisfied, innovative and diverse.
SMLWRLD is a London-based SaaS intranet provider, with team members working around the globe. In addition to delivering seamless internal communications, knowledge management, collaboration and transactional tools, SMLWRLD intranets are a vital tool for businesses in their quest for sustainability, staff wellbeing and greater Corporate Social Responsibility.To find out more, contact SMLWRLD Managing Director Dan Jones at firstname.lastname@example.org or on +44 (0)207 502 3591.