Is a ‘hybrid’ model the new way of working?
There is currently much discussion about whether we will ever return to the traditional Monday to Friday office-based model.
Goldman Sachs expects employees to be back at their desks full-time when restrictions are fully eased. Apple expects all employees to be back in the office at least three days per week from September, a move criticised by staff.
However, many other employers and employees alike are keen to retain the flexibility afforded by the pandemic and the middle ground appears to be a mix of both.
Such a hybrid-working model will require workplace planning; employee engagement and communication will be key.
It may also require specific policies to be drafted, as well as reviewing existing expenses, IT usage, homeworking, and data protection policies.
A hybrid model may also lead to less of a requirement for certain roles or office space within your organisation. This could lead to redundancy situations which will need to be managed following fair processes.
On the opposite end of the scale, it may not be possible, or even desirable, for your organisation to offer any form of hybrid-working; perhaps leading to higher employee turnover or issues attracting talent. Consideration as to how these issues can be counteracted will be necessary.
It is undeniable the workplace has changed and, although it is uncertain how a workplace will look in the future, it is important that any changes are dealt with through conversations with staff members as far as possible.
If you require any advice on implementing changes to your working patterns, our employment and HR team are happy to assist.
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