Back in January 2021 we produced a Blog Piece titled “Hybrid Working: A Board Challenge“
At that time we were in the midst of the global Covid pandemic and the whole world had changed, almost overnight. We said:
“The global pandemic has seen changes in working practices accelerate at a pace not seen previously. We have adopted new ways of working that have, in many cases, been made just to survive. The restrictions imposed in most countries have caused a dramatic move towards home and remote working – resulting in changes in how we communicate and work together.”
So now that we are coming out the other side of the pandemic or at least learning to live with Covid, has the world gone back to working as we did before or have some of these new ways of working become the new normal?
Current State of Hybrid Working
Current evidence suggests that Hybrid Working has taken a hold, at least for companies or departments where physical presence at your place of work isn’t essential to your ability to work. But has this been for the better or are there pros and cons?
This article from the BBC sets out, quite well, the pluses and minuses and suggests that the answer isn’t just a good or bad conclusion but is more nuanced.
From the article I would draw your attention to a few points.
- In a move for balance, many companies have tried policies bringing people back three days per week with two remote days (3-2), or two office days and three remote days (2-3). Google was among the high-profile companies who embraced 3-2 in early days, bringing workers back in April. But although some workers are happy to spend two or three days in the office – particularly those who are feeling isolated amid remote work or who simply don’t like being at home at all – these set-ups are not wholly going well across the board.
- Many workers – and subsequently companies – are calling these meet-in-the-middle set-ups ‘duds’. And research is beginning to bust the idea that approximately three days is the right in-office number: according to April 2022 Harvard Business School research, the sweet spot for weekly office days may, in fact, be one.
- What an ideal work set-up looks like for one worker couldn’t be a worse fit for another – and it’s virtually impossible to design a policy that accounts for every situation.
- Several companies say they are updating their offices to suit new hybrid models, including creating team-focused spaces, collaborative areas for those oh-so-touted watercooler chats and better technology integration for things like hybrid video calls and presentations. In the hybrid-work world, head-down, focus tasks are for home, while the office is meant to be a centralised gathering place to combat the isolation of working on one’s own.
And finally:
- For now, however, focus will be on honing the policies and routines that normalise hybrid work, so this stage starts to feel more intentional and less like an experiment. Even if progress is slow, moves around the world will help us solve short-term hiccups and develop long-term solutions – and, and hope, make hybrid work work.
There is clearly a lot for companies and boards to consider. What is the right resource model? What mode of working, works? What impact will this have on premises and technology to support remote work? What does all of this do to the morale and emotional well-being of the workforce?
Pros and Cons of Hybrid Working
Looking at the workforce aspect, this article by The Week draws some interesting conclusions: Pros and Cons of Hybrid Working which looks at the impact on employees, and one outcome that this report suggests is that:
“Emerging data suggests that hybrid working is “emotionally draining”, Christian reported. According to a study by employee engagement platform Tinypulse, more than 80% of leaders said the set-up was exhausting for employees. Workers also reported that a hybrid model was “more emotionally taxing than fully remote arrangements – and, concerningly, even full-time office-based work.”
It is quite a balanced piece providing Pros and Cons, listing them as:
1. Pro: greater flexibility
By far, the “best option” for employees and employers alike is a flexible-hybrid model, said Grow Remote’s Jenny Darmody on SiliconRepublic. “Under this model, jobs which can be done remotely are advertised without location, which means the employees can live where they choose.”
2. Con: heavy emotional toll
A part-remote, part-office schedule has been hailed as the future of work, said Alex Christian on the BBC. “Yet in this hybrid set-up, some employees have never been so tired.” Some workers were excited about having “the best of both worlds”, but anecdotal evidence revealed that the novelty of hybrid work soon gave way to “hassle and a jarring one-day-in, one-day-out routine.”
3. Pro: multiple cost savings
The study also found that an increase in hybrid working could bring 3.8m people previously unable to work back into the workforce and could boost United Kingdom GDP by £48bn annually as part-time workers increase their working hours.
4. Con: weak staff loyalty
“Employers beware”, hybrid work “weakens loyalty”, said Emma Jacobs in the FT. As hybrid becomes the norm and workers spend less time in the office, their attachment to the organisation may diminish. “If workers spend less time together, their social ties will weaken, as will the attachment to an employer.”
5. Pro: regeneration of small towns
More people spending more time away from big city centres has led to increased activity in smaller towns and suburbs. In Kirkby, Merseyside, for example, the study by Placemake.io found that footfall appears to have increased by 160% over three years, aided by the opening of a supermarket in the town centre and other local regeneration efforts.
6. Con: impact on new joiners and younger workers
It would appear that the New Normal as we called it then is certainly New but we are nowhere near a Normal state. The Hybrid model, in some form, seems here to stay but it is likely to vary between companies and even within companies. There are dramatic cost savings to be made if you can get it right but they may come at a cost of high staff turnover and the need to be flexible on how you contract and motivate staff.
As with all quite dramatic changes there are large pitfalls that boards and the executives of companies will have to navigate, but also major opportunities. The need and opportunity to establish new operating models will drive the next business evolution. Boards and leadership teams at all companies will need to be on the front foot to determine how they want their organisations to move forward, how technology can best enable and improve this new way of working and how and when to take a fresh look at their key markets and suppliers, almost all of whom are going through similar transformations.
Technology and Hybrid Working
As we mentioned earlier it is likely that technology will play a key role in enabling and exploiting the opportunities that hybrid work enables. A recent EY article discusses how technology can activate your hybrid work ecosystem, and makes the point that as companies adapt to a hybrid work environment they should focus on cybersecurity, communication, collaboration and productivity. The article outlines how the right tools should lead to enhanced security and a more flexible work environment.
While technology is a key enabler for the workforce in general it is also essential to help boards work effectively and efficiently in a more remote environment. One technology that is continuing to prove effective is board portal software. The key capability that this technology provides — a secure and efficient platform for board members to access important documents, communicate and collaborate on projects regardless of work location — is still a great enabler of good governance within organisations.
As a reminder, board portal software can enhance your hybrid work environment with:
1. Increased Security: Board portal software can provide a secure platform for board members to protect and share sensitive information. This can help reduce the risk of data leaks and other cybersecurity related accidents.
2. Streamlined Communication: Board portal software allows members of the board to communicate in real-time, schedule meetings, track tasks, create agendas all in one platform, which can help reduce delays and ensure that important deadlines are met.
3. Enhanced Collaboration: Board portal software provides a convenient workspace where board members can work together on projects, review materials, access important documents and information, as well as sign documents from anywhere.
4. Peace of Mind: A single source of truth with granular permissioning and sophisticated archiving functionality can help companies keep clean records, follow best-practice document retention recommendations and maintain compliance with government regulations.
Overall in 2023, small and large companies are still navigating the challenges of hybrid work, and board portal technology continues to play an important role in helping to facilitate how board members can work efficiently and ensure that the team stays connected and engaged regardless of geography.
