The increase in hybrid working has created new employee expectations and desires all over the country. This means that companies that do not yet offer hybrid working models, could be at risk of reduced employee engagement and limitation on being able to attract the best talent. Hybrid working not only eliminates these potential issues but also offers more opportunities for companies such as reducing facilities costs, enabling good employee wellbeing, and supporting inclusion and diversity.
Hybrid working promotes a better work-life balance, greater ability for employees to focus with fewer distractions, saved commuting times and costs and more, therefore it is no wonder that this is something that more and more applicants are searching for.
How to Implement Hybrid Working to Your Workplace
Hybrid working can benefit for the employer and the employees. So if you are currently looking to introduce this into your company, we don’t blame you. And here are some of the key steps that you should follow to make the transition to offering hybrid working:
- Consider different types of hybrid working for each employee – The hybrid working policy that you can offer may differ from position to position depending on individual role requirements.
- Involve all your staff – Hold a meeting to talk about hybrid working and give people a chance to ask any questions that they have and to raise any potential concerns.
- Develop a communication plan for when you introduce hybrid working so that when staff are working from alternate places, they are still accessible and you are able to communicate with their managers.
- Consider which staff members need to work from home or from alternate locations, such as any phones or computers that they may need to carry out their workloads.
These are just some of the things to consider when introducing hybrid working to your company too. If you have any questions or would like to speak with a member of the Premier Resourcing team who no doubt will be able to help you, don’t hesitate to get in touch.