{"id":215191,"date":"2021-08-31T14:18:23","date_gmt":"2021-08-31T13:18:23","guid":{"rendered":"https:\/\/letstalktalent.co.uk\/?p=215191"},"modified":"2023-03-23T14:17:49","modified_gmt":"2023-03-23T14:17:49","slug":"hybrid-fully-remote-or-back-to-the-office-how-to-find-the-right-mix-for-your-business","status":"publish","type":"post","link":"https:\/\/letstalktalent.co.uk\/blog\/hybrid-fully-remote-or-back-to-the-office-how-to-find-the-right-mix-for-your-business\/","title":{"rendered":"Hybrid, fully remote or back to the office – How to find the right mix for your business"},"content":{"rendered":"\n
It\u2019s no secret that organisations have been preparing their \u2018back to the office\u2019 plans for months now, backed by a government eager to give struggling city centre businesses a boost. Big companies have, one after the other, announced some kind of return to the workplace, each sticking to a variation of the 2:3 hybrid ratio, allowing for some time at home whilst also expecting mandatory office time. If most major enterprises have hung their hats on a hybrid model, should all businesses follow suit? Is a split between remote and onsite really the best way to go in order to please an incredibly diverse workforce? <\/p>\n\n\n\n
The truth is, not necessarily. Many of us have thrived during the pandemic, achieving a healthier work-life balance. Many of us have also hated every second of it, suffering from isolation and loneliness or not being able to work effectively in an unsuited or crowded environment. Whilst the 2:3 hybrid model may seem like a good compromise to try and please everyone, it could potentially not be enough for either groups of workers. After all, most people have just spent the past 18 months proving they can do their jobs well remotely, so how can businesses justify forcing their employees to come back into the office without evidence of any added benefits? Will staff just follow suit and hop back on the commuter train? With the past year providing an opportunity for people to really think about what\u2019s important to them professionally, could you be in danger of alienating some key members of staff? Which version of hybrid, fully remote or office-based working model is right for you? <\/p>\n\n\n\n
At Let\u2019s Talk Talent (LTT), we like to make things simple. We believe in giving people a choice, and trusting that they will do what\u2019s right. But whilst we advocate empowering your staff to decide for themselves, we also understand you need to do what\u2019s best for your business. Both these factors can be a hard act to juggle; that\u2019s why we\u2019re here to help you find the right model by moving away from prescriptive formulas and towards a more task-based approach developed around your unique organisational context. Here\u2019s how it works. <\/p>\n\n\n\n
First, it\u2019s worth reminding everyone that we are at an exciting historic point: we have the potential to reinvent the way people work. Businesses around the world have the opportunity to truly change their employees’ lives for the better. For us at LTT, that also means understanding that there is no one-size-fits-all recipe that can be applied to all organisations and, more importantly, all people. Individuals can thrive in different environments, which is why a return to the office model should be carefully thought about as ignoring the new reality could have costly impacts. Employees who are forced into a blanket set of guidelines that does not fit their lifestyles or values will not hesitate to leave to find a new role, a phenomenon already visible in the US and referred to as The Great Resignation, where a record four million workers quit their jobs in April 2021 alone. <\/p>\n\n\n\n
However, we are not advocating a free-for-all \u2018everyone does what they like\u2019 cavalier attitude to returning to work. There are ways to help staff, managers and HR departments alike shape their reflection and to guide them towards the right decision based not on an arbitrary amount of time set by the board, but on the task at hand. Reward Gateway (RG) has done just that, and they were kind enough to share their findings with us. <\/p>\n\n\n\n