{"id":267,"date":"2022-02-21T07:27:04","date_gmt":"2022-02-21T07:27:04","guid":{"rendered":"https:\/\/rhinointeriors.wpengine.com\/?p=267"},"modified":"2023-01-19T12:59:04","modified_gmt":"2023-01-19T12:59:04","slug":"what-does-successful-hybrid-working-look-like","status":"publish","type":"post","link":"https:\/\/www.rhinooffice.co.uk\/what-does-successful-hybrid-working-look-like\/","title":{"rendered":"What does successful hybrid working look like?"},"content":{"rendered":"\n

It\u2019s been made official. Hybrid working is now a dictionary term.<\/p>\n\n\n\n

In amongst the latest entries such as cheugy, metaverse, pingdemic and NFT, the Oxford English Dictionary saw the addition of a new sense of the adjective; hybrid. And whilst we may find ourselves gazing at some of these terms with some scepticism, \u2018Hybrid Working\u2019 is one term we are all too familiar with.<\/p>\n\n\n\n

As Mark Dixon, Founder and CEO of Spaces\u2019 & Regus parent company IWG, recently pointed out;<\/p>\n\n\n\n

\u201cEvery year, I\u2019m fascinated by the words and phrases that are added to dictionaries. They invariably speak volumes about the times we live in. As 2021 approached its end, I was particularly intrigued to see that the OED, no less, had updated its definition of \u2018hybrid\u2019 to include \u2018hybrid working\u2019.\u201d<\/p>\n\n\n\n

Right now, we see workers rallying for a hybrid set-up, and companies experimenting with different types of arrangements. But what does successful hybrid working look like – and is it really the future?<\/p>\n\n\n\n

Employers are ready to get back to significant in-person presence. But how do employees feel?<\/strong><\/h3>\n\n\n\n

Since the pandemic began, we\u2019ve seen a fundamental shift in how and where people are working. According to new research by Microsoft, half (51%) of UK workers who currently have the choice to mix remote and office working would consider leaving their company if a hybrid option was removed.<\/p>\n\n\n\n

Many employees valued their \u2018work from home\u2019 experience during the pandemic; with the ability to support focus work, and improvements to well-being and a work-life balance. Working remotely empowered them with the flexibility to manage their day autonomously.<\/p>\n\n\n\n

However, it also made them value the physical office. Research shows that too much remote work creates its own set of problems, such as diminished knowledge transfer, decreased engagement, cultural disconnect, and a slew of new distractions.<\/p>\n\n\n\n

But the most fundamental issue comes down to one ingredient: People. Whether you are introvert, extrovert, ambivert, grumpy or gregarious, apart from a very small minority of the population, we all need to connect. We need social contact to grow, learn, stay engaged and stay well, and although technology assists us, there is still a need to be with others for the stimulus that only person-to-person interaction can provide.<\/p>\n\n\n\n

So whilst we are now seeing many companies opening their doors to welcome employees \u201cback\u201d to work, the employee preference for a hybrid model suggests that our time at the office should become more deliberate, targeted, and collaborative. The power the office can have as a social and collaborative place is primary, and companies that are incorporating these elements into their hybrid model are already benefiting from the \u201cbest of both worlds\u201d.<\/p>\n\n\n\n

Is Hybrid the answer?<\/strong><\/h3>\n\n\n\n

Hybrid working is nothing new; employers have been using this model for years, with 70% of professionals working remotely at least once a week pre-pandemic. The suspicions about people \u2018shirking from home\u2019 have diminished, and the pandemic sped up digital strategies, allowing companies to speed up processes and become more sustainable. Employees proved that homeworking had many benefits to both themselves and their employers, including improved wellbeing and productivity.<\/p>\n\n\n\n

Organisations are now questioning what suits them best, and the balancing act of work places between home and office has become the focal point of many difficult discussions.<\/p>\n\n\n\n

The truth is, there\u2019s no simple, one-size-fits-all solution to what tomorrow\u2019s office should look like. Without considering what hybrid work means at a team and employee level, a generic \u2018hybrid plan\u2019 will not fix exhaustion or lead to a sustainable work environment \u2013 simply imposing a hybrid timetable (like some new kind of shift pattern) onto the pre-pandemic office environment is a quick way to reduce effectiveness and increase friction and frustration.<\/p>\n\n\n\n

And while many organisations regularly update their IT systems to maintain their competitive edge, some pay little attention to the actual workplace \u2013 the physical tools that their teams need to deliver the best results. And as we have experienced a decade of change and advancement in the last 2 years, addressing the physical layout, and what is expected of it has never been more important.<\/p>\n\n\n

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\"Hybrid<\/figure><\/div>\n\n\n

The opportunity to reshape the way we work<\/strong><\/h3>\n\n\n\n

By taking the time to develop their culture and understand their DNA, organisations can use this intelligence to tailor a workspace which promotes adaptation and attracts the right players. This will in turn boost employee engagement, motivation, and ultimately, businesses can flourish.<\/p>\n\n\n\n

Hybrid working allows individuals to work in the environment most appropriate to their task or activity. This could mean that collaborative activities and innovation can take place in the office, while solo activities and focus work can be done remotely.<\/p>\n\n\n\n

Hybrid working is\u2026<\/strong><\/h4>\n\n\n\n