Hybrid working: How to Make it Work for your Company

The covid-19 pandemic has changed many things about our world, not least the way we all work. With working from home becoming the norm, and firms embracing technology to enable remote meetings, conferencing, and collaboration, many employees are keen to retain such flexibility even once the pandemic is over. A survey by NUI Galway revealed that 95% of workers who had started working remotely during lockdown wanted to continue to work from home. Many employers are now looking at using hybrid working to create a system that benefits everyone. At CareerWise, we are experts in all aspects of the professional environment. Here is our guide on how to make hybrid working work for your company.

What is hybrid working?

Before the global pandemic hit in 2020, most employees expected to commute to the office for their jobs. But with the sudden enforced instigation of remote working practices, many have discovered that they can be more productive, and enjoy greater flexibility, by working from home. However, for most organisations, a shift into total remote working would bring a huge set of challenges; and so a combination of office hours for some of the week and at home hours for the remainder is increasingly popular. This is known as hybrid working.

Benefits of hybrid working

Hybrid working is clearly popular among employees, but it also brings benefits for employers. It could be a chance for employers to reduce overhead costs such as office space; boost employee wellbeing and productivity; and improve inclusion and diversity. According to a Gallup survey, employees working to a hybrid routine have the highest levels of job engagement of any group of employees. So adopting a hybrid system could improve the performance of your employees as well as giving them greater job satisfaction and reducing your risk of high turnover rates.

Tips for making a hybrid model work for your company

• A hybrid working model can take many forms, and so it’s important for your company to remain flexible and allow things to evolve, to find the form that fits you best.
• Define what hybrid working means to your company – will there be some hours that are mandatory in-office for everyone? Will employees be totally free to choose their hours?
• Realise that hybrid may take several forms even within your company. Some roles may require more on-site time than others; those who need to frequently collaborate may find it easier to have a dedicated office space.
• Likewise, the requirements of employee’s home lives will influence how they feel about hybrid working. Those who don’t have a separate working space at home may find it too busy there to get anything done; those with children may find they prefer to work around school pick-up times.
• Set out a policy and procedure for adopting hybrid working. Within this, make it clear:
  • Who is eligible to apply for hybrid working
  • How to request hybrid working
  • The responsibilities associated with hybrid working
• Ensure your communication with employees is clear and open at all times. You need to be able to take on board any problems and concerns straight away in order to make hybrid working a success.
• Implement training and development specifically for hybrid working, giving employees the tools they need to make it work for them.
• Employ managers who have direct responsibility for ensuring that those who are working remotely still have clear opportunities to raise questions and concerns.
• Plan for the other implications of hybrid working, such as issues to do with technology, employee wellbeing and access to facilities. How will your IT department help with computer problems if the employee with the problem isn’t in the office? What about office-specific facilities such as photocopiers and filing systems?
• There are legal considerations to be taken on board with hybrid working, as it amounts to a change in the contractual conditions of employment. It can be done in a more casual way, but it is important that both employee and employer understand what the agreement is. Employees may need to discuss home working with their landlord or home insurer, to ensure they are not infringing any conditions of their tenancy or insurance policy. There could also be tax implications, if an employee chooses to spend any time working while abroad.

The switch to hybrid working is the next big shakeup happening in the world of employment. At CareerWise our experts can help guide you through the ins and outs of recruiting a hybrid workforce.

Are You Recruiting In Ireland?

CareerWise is Ireland’s leading specialist recruitment firm, based in Cork, Shannon, Galway, Mayo and Dublin and we can help you to find your ideal new employees in Ireland. We specialise in the Engineering, Supply Chain, Science/Pharma, IT and Accounting industries in Ireland, and we look forward to working with you. Contact us online now or call us on +353 (0) 21 206 1900 to arrange a consultation.

Joe Robbins

(Director) BBS (Hons), MBPICS – Shannon Office

Joe Robbins is co-founder of CareerWise Recruitment. A graduate of the University of Limerick (Degree in Business Studies, 1985), Joe worked in the UK for five years where he specialised in materials management, production management and plant management for a number of companies.

He returned to Ireland in 1992 to become Operations Manager for a Cork-based start-up, FMC Automotive Division which was subsequently taken over by Snap-on Equipment. Joe managed the business re-location of this company to Shannon in 1997 before setting up CareerWise Recruitment in 1999.

He is a committee member of the Chartered Institute of Personnel and Development (CIPD) Mid-West region, and a former Director and Vice President of the Shannon Chamber of Commerce. Joe is former Chairperson of the Sixmilebridge Camogie Club and current Chairperson of the Clare County Camogie Board.

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