{"id":2200,"date":"2022-06-30T10:09:11","date_gmt":"2022-06-30T09:09:11","guid":{"rendered":"https:\/\/workwithimpact.co.uk\/?p=2200"},"modified":"2022-06-30T10:19:26","modified_gmt":"2022-06-30T09:19:26","slug":"hybrid-working-benefits-and-challenges","status":"publish","type":"post","link":"https:\/\/workwithimpact.co.uk\/news\/hybrid-working-benefits-and-challenges\/","title":{"rendered":"Hybrid Working: Benefits and Challenges"},"content":{"rendered":"
Prior to the pandemic, remote working was a concept that many organisations were hesitant to introduce. However, its prevalence and popularity have significantly amplified since then. As the Covid-19 restrictions are now lifted, the vast majority of workers are hesitant to return to the office on a full-time basis and prefer the flexibility of combining both remote and office working \u2013 a concept referred to as hybrid working. This article will explore the benefits and challenges that hybrid working presents to individuals and organisations.<\/p>\n
Hybrid working offers individuals and organisations a few important benefits:<\/p>\n
So what changes are the benefits of hybrid working driving? A recent study on hybrid working found that 64% of the participants would prefer a hybrid work model, where they could work from the office a few days per week but also remotely [3]. Moreover, a study by McKinsey suggests that more than two out of three employees who prefer hybrid models will look for other opportunities if they are asked to come to the office full time [4]. This is further confirmed by the results from the CIPD survey in 2022 where 4% of the respondents had left a job in the past year specifically due to a lack of flexibility from the employer in terms of hybrid working. Additionally, 9% changed career paths due to a lack of flexible working options within their sector [5]. All of those recent findings highlight an important shift in the work mindset of people \u2013 something that organisations need to be able to respond to.<\/p>\n
There are different hybrid working models that organisations can introduce. According to the \u201cHybrid Work Compass,\u201d there are five different forms of hybrid teams [6]:<\/p>\n
Employers can identify the hybrid working model that best suits the need of their business and employees. However, they need to also ensure that they are aware of the potential challenges they might experience and how they can overcome them.<\/p>\n
Whilst hybrid working has its benefits, introducing the right model and getting everyone on board can be a challenge. We at Impact Psychology for Business have successfully supported clients and their teams in times of change and transition. We are experienced in designing and delivering interventions on a group level, such as team development programmes, and individual level, such as development plans and executive coaching. Click here<\/a> to find out more about how we can support you and your business.<\/p>\n Prior to the pandemic, remote working was a concept that many organisations were hesitant to introduce. However, its prevalence and popularity have significantly amplified since then. As the Covid-19 restrictions are now lifted, the vast majority of workers are hesitant to return to the office on a full-time basis and prefer the flexibility of combining […]<\/p>\n","protected":false},"author":3,"featured_media":2212,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[28,30,29],"_links":{"self":[{"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/posts\/2200"}],"collection":[{"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/comments?post=2200"}],"version-history":[{"count":4,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/posts\/2200\/revisions"}],"predecessor-version":[{"id":2220,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/posts\/2200\/revisions\/2220"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/media\/2212"}],"wp:attachment":[{"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/media?parent=2200"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/categories?post=2200"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/workwithimpact.co.uk\/wp-json\/wp\/v2\/tags?post=2200"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}Useful resources <\/strong><\/h3>\n
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