The way we work is changing. Rigid, nine-to-five office schedules are becoming a thing of the past. Today’s workforce, especially career changers, increasingly value flexibility and work/life balance. This is where hybrid work models come in, offering a blend of remote and in-office work. But for employers, creating a successful hybrid working policy requires careful consideration.
The good news? A well-defined hybrid policy can be a game-changer. It allows you to tap into a wider talent pool, boost employee satisfaction, and, in the majority of cases, increase productivity.
In our hybrid work employers guide, we’ll cover all the necessary steps for getting your business set up for hybrid working.
Hybrid Working: What’s All The Fuss About?
In the business world, hybrid working is a hot topic. And, why wouldn’t it be? Employers who have been keeping their finger on the pulse of their employers will understand the hype. A whopping 77% of UK employees want a mix of face-to-face and remote working according to recent PwC data.
It’s clear from these numbers that the flexibility and autonomy offered by a hybrid working model is something all employers must at least consider. After all, there’s a proven direct link between employee satisfaction and productivity. Employee satisfaction also means reduced turnover – a win-win for both employers and career changers seeking a flexible work environment.
How to Create a Hybrid Working Policy
So, how do you make a hybrid work policy that suits everyone? Here are some key elements to consider:
Eligibility
First off, you’ll need to decide which roles in your business are eligible for hybrid work. Of course, this will depend on the type of organisation you run.
For example, a data entry role would be highly suited to hybrid working. On the other hand, customer-facing or practical roles would be almost impossible to do remotely.
Once these parameters are defined, you can then outline a simple application process for employees interested in a hybrid arrangement.
Schedule
Now is the time to decide on how you’re going to split your hybrid working policy over the week. According to research, the preferred split is 3 days in the office and 2 days at home.
However, our advice here is to conduct your own research with your employees. Many career changers will have existing commitments, such as children, study or someone to care for. As such, getting your information directly from your staff will allow you to craft a hybrid working policy that works.
Your results will allow you to define the expected number of office days per week and core working hours for hybrid workers. This ensures some level of consistency and collaboration while still offering flexibility.
Communication
Communication is always key, even more so in a hybrid working environment.
When you’ve got employees working in different places, you’ll need to be clear on the communication tools you expect your staff to use. Slack and Teams allow everyone to keep in contact, no matter where they are.
On that note, hybrid working models also rely on flexibility. In other words, you can’t expect an immediate response to a message. By establishing reasonable response times for both in-office and remote teams, everyone knows where they stand and what’s expected of them.
Performance
One of the crucial elements of hybrid working is the understanding that location shouldn’t dictate how you’re evaluated.
In any relationship, trust is essential. And the employer/employee relations is no different. As an employer, you must trust that your employees will get the work done, regardless of where they are. And the work is getting done. In fact, over 75% of managers believe that flexible working arrangements increase productivity.
What is necessary, however, are clear performance goals and objectives that are measurable and relevant to the role. To keep track of this, you should be conducting regular performance reviews (virtually or in-person).
Technology
A hybrid work policy will incur some costs on your end, but you can think of them as an investment with almost guaranteed ROI.
You’ll need to specify what equipment you’ll provide for your employees to work from home. Common items include:
- Laptop
- Monitor
- Office chair
- Desk
- Mouse
- Desk lamp
In most cases, it’s best to allocate a home office allowance (for instance, £500) for every employee who meets your hybrid working eligibility criteria. This means they can choose the items that will work for their home office setup and everyone is treated equally.
Security is paramount so be sure to outline employee responsibilities for maintaining a secure home workspace. This includes using strong passwords, enabling two-factor authentication, and following best practices for data protection.
Health and Safety
Out of sight should not mean out of mind. Employee well-being should always be high on your list of priorities. So, while introducing a hybrid working policy is proven to boost employee satisfaction, other factors must also be taken into account.
For instance, draw up guidelines for ergonomics, such as proper desk set-up, including adjustable chairs and monitors to promote good posture. You should also encourage remote workers to take regular breaks to avoid burnout.
Mental health is equally important as physical health. Employee assistance programmes (EAPs) are a great way to provide confidential support and resources for managing stress, anxiety, and other mental health concerns.
Key Takeaways
There’s no one-size-fits-all hybrid working policy template. Every business is unique and should therefore create a hybrid working policy that suits its employees and their individual style of working.
When employing career changers, hybrid working options are highly attractive due to the flexibility and autonomy they offer.
So, if you’re wondering how to start hybrid work, we hope this hybrid work guide has given you some useful tips and tricks for success.
Are you an employer looking to advertise jobs for career changers? Our team of experts at Refreshing a Career can help you invest in your people while growing your business.
Here’s what we offer:
- Advice and support – Our website is packed with guides for employers, including advice on attracting career changers, building a diverse work environment, and more. Find the latest industry insights on our blog.
- Attract career change talent – Get in touch to advertise your roles on our dedicated career change job board.
- Find diverse talent – Our job advert inclusivity screening tests your ad against our “Inclusive Language Checklist” to remove potentially discriminatory language.
- Advertise your business – Our talented team of writers works with you to create a company profile that documents your efforts as a top employer of professionals who want to make a career change.
For more information, email us at info@refreshingacareer.com or give us a call at 0345 872 4501. We’d be more than happy to offer guidance on advertising career change jobs with us.
