Libby McCaughey
6 months ago by Libby McCaughey

The future of hybrid working

20151120174008 Man Procrastination Laptop Distant Typing Online

As companies grapple with the challenges of hybrid work, employees are landing "in a mushy middle ground," writes The New York Times.

As some colleagues working in the office, those that are remote say it's becoming difficult to keep up with virtual discussions, especially when those who may be in person engage inside conversations.

In response, some employers have established Zoom rules. At one company they have a, “One Zoom All Zoom" policy requires all staff in the office to join meetings from separate laptops, even if only one person is dialling in virtually.

While some are find the world of hybrid working difficult others are demanding it as a “perk”. More than half (54%) of employees aged 18-34 years old said they would likely quit if the organisation they work for stopped offering remote or hybrid working, according to a new survey.

CEO of Employee Benefits provider Unum UK, Mark Till, commented that while salary still factors into decision making over potential job moves, the research proves just how much value employees place on the quality of benefits and wellbeing support being provided, as businesses cannot have one without the other.

“The workforce, in particular younger employees, belonging to this new hybrid world have made job expectations crystal clear. A combination of agile benefits, mental and physical support and a sense of autonomy and trust is the only way businesses will keep their staff loyal, happy, engaged and successful in the long run”

Almost six in 10 (58%) of staff in the 18-34 age group said they feel more productive now than before the pandemic. Meanwhile, when all employees were asked why they remained in the same role they were in before Coronavirus, 55% cited their employer handling the pandemic well as the main reason.

The shift to hybrid work is not a temporary, but permanent; about 80% of employees welcome this and companies are adapting to these demands. Firms that insist on a full return to work will lose out in the long-term; they can force staff back but this will effect morale and overall performance.

To manage this change, companies have to raise their game and invest more in developing managers who can manage remotely. For those leaders who can adapt, and rise to the challenge, it might be the start of an exciting new era!