Employee Engagement in a Hybrid Working World

Author: Assheton Bogg, Consultant

The Changing Dynamics of Work
Hybrid working, working from home, flexible working, agile working – whatever we call it – changes the employer/employee dynamic. It also affects employee engagement and the workplace culture.

The Acceleration of Hybrid Work
For many employers, the Covid pandemic massively accelerated the pace of hybrid working. Now, of course, hybrid working arrangements for many employees are virtually ubiquitous and require careful consideration given the impact of flexible working on workplace culture.

Control and Culture Challenges
Allowing staff to work from home, coffee shops, Airbnb properties, hotels or overseas gives the employee a considerable amount of control. Furthermore, it can be challenging to regain enough control to enable employers to shape workplace culture, particularly when there are no clearly stated employment terms and conditions, policies and procedures.

Upsides and Downsides of Flexibility
Yes, there are upsides to giving employees greater control over their working arrangements. These include reduced office costs and enhanced work/life balance. But there can be downsides, too.

Maintaining Company Culture Remotely
Keeping staff aligned with company values and fostering behaviours that support the business culture is more difficult if people don’t occupy the same space and rarely meet in person. Humans are social and curious, and we are often at our best in the physical company of others. Our everyday interactions with work colleagues create energy, interest, engagement and creativity. They also generate friendships, alliances and networks, which are critical components to those engaged in a joint endeavour.

The Importance of In-Person Interaction
An essential aspect of any person’s development is observing colleagues’ behaviour on a day-to-day basis. This allows us to learn by example. The absence of regular interaction risks a lack of exposure to the management, leadership, and customer service skills of seniors.

Generational Differences in Hybrid Working
Managers who plan hybrid working arrangements will likely be older and at a stage when their career has plateaued. For managers, working from home may have clear advantages, but younger workers will probably have different needs and expectations.

The Impact on Younger Workers
Employers should evaluate the risks associated with homeworking for younger and (more likely) single staff members. Consideration should be given to the possible social isolation younger workers may experience, potentially leading to deteriorating mental health and well-being. Younger staff will naturally welcome the savings in time and commuting costs, but these may not outweigh the benefits of increased social engagement.

Revisiting Hybrid Work Post-Covid
Covid demanded swift – and for some employers – radical mitigation, which resulted in a revolution in working arrangements. With the second anniversary of lockdown lifting approaching, many employers are reviewing their hybrid working arrangements to determine whether they match the needs of their business.

Finding the Right Hybrid Balance
Some businesses are still struggling to find a suitable and workable hybrid working set-up. Others need help regulating hybrid working and restoring something of the former workplace culture.

Expert Guidance from BAND
If you are still determining your next steps in this hybrid working world, our experts at BAND have the legal and HR expertise to help you navigate this complex field and find the right solutions for your business.