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What is Hybrid Working?

22 November 2023

Hybrid working is a model that supports a blended approach to in-office working and working from home. When implemented effectively, it provides the necessary resources and flexibility for workers to operate autonomously in a way they feel most productive.

The hybrid working approach surged in popularity following the transition from lockdown measures to office-based working. However, the trend looks to continue, with many offices implementing it as a permanent office culture.

One of the many reasons that companies and their employees like this style of working is the people-first approach to working. Employees from a variety of backgrounds each have alternative needs. When these needs are considered and an aspect of flexibility is granted, employees have been seen to experience higher levels of satisfaction and, in return, are providing high outputs of productivity.

So how do you foster a healthy hybrid working culture? Here at Redkite Solicitors, we’ve trialled plenty of working methods to create the best outcome for our team and clients. Throughout this article, we’ll share some of our tips for an effective hybrid workplace.

What are the different Hybrid Working models?

Feelings of uncertainty can often halt a smooth transition towards a hybrid working culture. Employers are entitled to feel wary about the idea of hybrid working and employees coming and going from the office whenever they please.

What many employers don’t realise is that they can define the boundaries and expectations of the hybrid workplace whilst still providing the freedom and flexibility that their team appreciates. Several variations of the hybrid working model allow businesses to cater their working styles to their needs. They include the following:

– Flexible hybrid working

This hybrid working model offers the most freedom for employees to choose their working environment. Employers grant independence to their employees to decide their location and working hours based on their daily priorities. This can be extremely supportive for care givers and can also be used to improve the work life balance such as adjusting the working hours to attend a fitness class. 

If their work includes collaborative aspects, they may come into the office for a few hours before writing up the results at home or in a local coffee shop. This sense of freedom creates the opportunity to build trust with employees, enabling them to conduct their day flexibly.

Despite its benefits, this model does generate some issues that businesses must address. The unexpected nature of office attendance can be difficult to manage. On any given day, the office may be empty. Whilst it may seem cost-saving to downsize, it could be counterproductive when there are requirements to cater to a larger cohort of staff.

Additionally, integrating new employees can create unique challenges. Ensuring they feel comfortable choosing to work within the office and remotely is essential. When there are fewer employees in the office, it may seem uninviting to commute to work. The office should strive to develop a sense of camaraderie around a new employee. Additionally, there may also be some hesitation surrounding contacting their remote working colleagues, which should be addressed early in their induction to the company. 

At Redkite Solicitors we encourage monthly office collaboration days where all employees attend their local office. This allows for team socialisation and collaborative working.

• Fixed hybrid working

This model is a more structured version of the hybrid working approach. Within a fixed hybrid working culture, employees will be expected to attend the office for a certain number of days or designated times when remote working or entry to the office is permitted.

The significant difference is that employers have more stable expectations of who will be in the office within a week. It encourages employees more inclined to stay at home to integrate within the office and ensures a rotation of interaction where applicable.

• Office-first hybrid working

An office-first approach to hybrid working establishes the office as the dominant workplace that employees must attend. However, it provides flexibility by enabling employees to select one or two days per week when they may work remotely.

This enables employers to dictate the attendance of employees when required. However, employers may end up with an empty office on particular days of the week. For example, working remotely on Friday afternoons and Monday mornings could be favoured to avoid the commute.

• Remote-first hybrid working

Much like the previous model of working, this style prioritises working in one particular way. Ultimately, workers will operate remotely, with a number of days that the office is accessible or they are expected to attend.

This provides the freedom to conduct work from home but ensures that the company culture and contact are frequently maintained by regularly visiting the office. Businesses can also cut costs by hiring temporary offices and determining specific days on which these workspaces are available for employees to access.

How does hybrid working impact working relationships?

Employers could also be reluctant to implement a hybrid working model in their office due to a perceived shift in working relationships that could occur. However, the changes brought about by implementing flexibility aren’t as negative as they may seem.

Instead, your workforce could benefit from enhanced productivity, job satisfaction and meaningful social interactions.

• Employees are more inclined to collaborate in the office.

The idea behind hybrid working is that flexibility and innovation are at the heart of this style of working. Therefore, with 95% of workers agreeing that they would commute to the office to engage in collaboration, idea pollination and connection with colleagues, it is clear that employees are open regarding office-based teamwork and cooperation.

Engaging with team-based activities in the office enables face-to-face interaction and idea sharing. Meanwhile, remote working allows for focused consolidation of this work, providing a flexible approach that accounts for employee needs in various situations.

• Online connectivity

With the right system, seamless communication can occur between office-based employees, team members working on the go, and remote workers across the world.

The right resources need to be implemented to create a culture of connection in a hybrid workplace. Whether that be innovative conferencing software, online social spaces, or a place to share ideas and collaborate on pieces of work.

• Water cooler moments

Whilst efficient online and in-person meetings enable creativity and productivity, there is still a missing feature in the culture of hybrid working. This missing piece is ‘water cooler moments.’ These are the casual chats that are carefree and unplanned. Bumping into someone for a chat doesn’t occur online in the same way as in an office environment.

A positive hybrid workplace culture can be supported by helping employees feel socially satisfied throughout their day. There are plenty of apps and programmes that enable voice and text chats with different groups of people. Allocating time for your team to take five minutes to catch up with one another is a great way to refresh your team, enabling them to produce an optimal performance no matter where they are located.

How hybrid working has impacted the team at Redkite Solicitors

Here at Redkite Solicitors, our diverse team of legal experts each has their own unique needs. We have achieved great success in employee satisfaction and productivity after integrating several of the core components of hybrid working using our Flexible Working Framework.

By offering flexibility throughout the working week, our solicitors have enjoyed the opportunity to provide a productive output whilst maintaining a positive work-life balance.

Final Thoughts

The concept of hybrid working is all about taking the needs of each employee into account and providing the ideal workplace solution for them, whether that means providing consistent office space with stable internet connectivity or face-to-face dynamics. Alternatively, some of your employees may prefer the comfort and minimal distractions associated with working from home.

To successfully integrate your hybrid working model, a culture of trust, inclusivity and collaboration must be adopted by all members of the team. When integrated effectively, the hybrid working model enables your workplace to expand beyond the walls of your office. By listening and catering for the needs of your team, you could experience much higher levels of productivity.

Here at Redkite Solicitors, we know how important it is for our solicitors to find a working environment that enhances their productivity. We have experienced great success offering flexibility to our team, and we would love to hear about how different styles of hybrid working have helped your business too.