Post-holiday blues? Does hybrid working help?
There are typically two times in the year when people are most likely to re-evaluate their work life or consider a change: at the start of the year (with ‘New Year, New You!’ screaming from the headlines) or after a holiday (with maybe a touch of post-holiday blues).
As we head into August many will be having these thoughts, although not everyone will act on them. We know that the cost of training new employees is high, so how can organizations enhance job satisfaction and ease the transition back to work after holidays for those who might want to make a change? For knowledge workers, a well-structured hybrid or flexible work policy can play a crucial role in helping here, due to the following factors:
1. Smoothing the transition back to work
Returning to work after a holiday can be a daunting task, with individuals struggling to regain focus and motivation. That blissed-out feeling they had on the beach disappears when notifications start pinging and inboxes explode.
A flexible work policy can ease this transition by allowing employees to manage their time and place of work, prioritize tasks and schedule connections, gradually reintegrating into their work routine and reducing stress. Yes, everyone survives those hard few days after a lovely break, but this approach can help ensure a smoother, more enjoyable return to work.
2. Enhancing work-life balance
Further to this, one of the most significant advantages of an effective hybrid work policy is the improved work-life balance it offers. Hybrid arrangements allow flexibility for employees to work in ways that are most effective for them. But a study by Gallup showed that employees also believe they improve personal wellbeing and mental health. This can be by reducing the need to commute, freeing up more time for family, friends and hobbies, saving on travel costs (although this can be offset, for example by winter heating costs in the home) and increasing leisure opportunities.
Source: Gallup The Advantages and Challenges of Hybrid Work 2022
However, some uncertainty for employees is creeping in as organizations start to tweak and change the policies they put in place after the pandemic. Some are beginning to increase the minimum levels of office time without consultation, or are allowing similar departments to follow different policies, causing friction and resentment.
Structured Hybrid has become the most popular work location flexibility model in the US. 37% of companies are Structured Hybrid, meaning they are hybrid and set a specific expectation on how much time is spent in office. That represents a significant shift from 15 months ago when just 20% of US companies were Structured Hybrid
Source: The Flex Index Q2 2024
On the flip side, other organizations are using a data-driven approach, with an increased focus on employee preferences in the design of hybrid work schedules. Most employees prefer being in the office 2-3 days per week, and organizations are using this as a starting point, rather than enforcing arbitrary schedules.
DWG’s report, Hybrid Work Reimagined, authored by Shimrit Janes, was published at the end of the pandemic and is a fantastic and practical resource for those who are still implementing, or are currently evaluating, hybrid working policies and practices.
The paper takes in:
- finding the most appropriate structure (or structures) for the hybrid working blend needed by your people, teams and organization
- understanding and overcoming common challenges
- harnessing the enablers of organizational readiness
- understanding what different work activities look like in a hybrid-presence model.
Throughout, you will find case notes from organizations that have shared their own approaches to hybrid working, which can act as inspiration and comparison.
3. Increased productivity and focus
Hybrid work policies can also lead to increased productivity and focus among knowledge workers. When employees have the autonomy to choose where and when they work, they can create an environment that best suits their individual needs – some may find that they are more productive in a quiet home office, while others may thrive in a collaborative co-working space.
By providing choice and the freedom to tailor their work environment, organizations can help employees maximize their efficiency and output. Organizations are increasingly using workplace data to design hybrid offices that better meet employee needs. This includes analysing occupancy patterns, surveying employees and testing different office layouts to optimize the workspace. They are becoming increasingly creative, with a mix of workspaces for group work, individual workspaces to reflect and recharge, spaces to chat – all vital components of a modern, balanced workplace.
Source: Gensler Research and Insights
4. Fostering a culture of trust and autonomy
Implementing a hybrid work policy demonstrates an organization’s trust in its employees. By giving knowledge workers the autonomy to manage their own schedules and work environments, organizations can foster a culture of trust and empowerment. This sense of autonomy can lead to higher levels of job satisfaction and engagement, as employees feel valued and respected. Moreover, a culture of trust can encourage open communication and collaboration, further enhancing the overall work experience.
To conclude
Most of us are using some form of hybrid. However, there is room for improvement, especially in understanding what employees want and need from the hybrid workplace experience and how managers and organizations can facilitate this.
Given the current emphasis on return-to-commute, employees need to feel that time spent in the office is valuable and purposeful. They want to know that coming into the office will be worthwhile for collaboration, relationship-building and completing tasks that benefit from in-person interaction.
A well-structured hybrid or flexible work policy can significantly enhance the fulfilment and enjoyment of work. By offering improved work-life balance, increasing productivity, fostering a culture of trust and supporting wellbeing, organizations can create a more positive and engaging work environment, as well as positively impacting the bottom line.
Recent research released by Scoop in partnership with the Boston Consulting Group found that the average public company that gives employees choice over whether to come into an office also outperformed on revenue growth over the past three years by 16 percentage points, compared to organizations with more restrictive policies.
As the modern workplace continues to evolve, authentically embracing hybrid work policies can help organizations attract and retain top talent, while ensuring that employees remain motivated and productive – and less likely to be counting the days until their next holiday.
Categorised in: Hybrid working, Remote working
