Measure the Impact
of Your Hybrid Workforce

This month we will be exploring some of the critical building blocks of designing and managing a hybrid and remote workforce, and how by harnessing these fundamentals not only will you create a future of work that works for your organisation, but it will also work for your team too.

59% of workers now regard hybrid working, flexibility and autonomy over their day as a higher priority than salary when they are considering their employer choices.

The truth is that the work landscape has now conclusively changed for everyone. There is no going back. The onus is now on employers and employees to engage, adapt, adopt and thrive.

The Hybrid Working Calculator

Results -

Your answers are showing us that you’re not quite there yet with regards to implementing a hybrid/remote working set up. And that’s okay. It takes time to shift from a permanent working environment, 5 days a week, to something a lot more flexible. There are many things to consider, such as each employees individual needs due to personal circumstances such as living arrangements, location or health.

It’s really important that you speak to your employees on a regular basis to understand what is going to help them to do their best work, and perform to both their and your expectations. Consider upping the regularity of a pulse survey to your teams, holding focus groups and speaking with employees that have line management responsibilities. Some people may not feel confident speaking in a 1 on 1 situation, so provide many different mediums for their feedback to be collected.

There are so many benefits to offering hybrid/remote working, and to fully understand where you are on your journey and how you can make work better for your team, come and talk to us. Our framework is underpinned by over 30 years of expert insight and real-world experience, having been used to assess and accredit over 50,000 organisations.

Results -

Your answers are showing us that you have definitely taken positive first steps, so well done! Transitioning from an embedded way of working to something brand new, with all of it’s bumps in the road is challenging. But you know there is light at the end of that tunnel, and the bumps will be worth it in the end.

Now that you don’t see or speak to everyone every single day like you would in a permanent workspace, even if it would’ve just been grabbing a tea or coffee, it’s so important to maintain strong lines of social communication with your employees. When you’re sending that email or message, jumping on a call that’s supposed to be ‘all business’, make time before you dive in to the nitty gritty to just have a chat. Find out how people are feeling, what else they need to feel supported and be productive, healthy and happy.

There are so many benefits to offering hybrid/remote working, and to fully understand where you are on your journey and how you can make work better for your team, come and talk to us. Our framework is underpinned by over 30 years of expert insight and real-world experience, having been used to assess and accredit over 50,000 organisations.

Results -

Your answers are showing us that you’re nailing your hybrid/remote working set up. If that’s always been how you roll, then we salute you! And if it was a big change that was needed because of the pandemic, then we salute you too!

Keep up the great work! Remember to continue regularly checking in with your employees and line managers, as what worked on one day may no longer work the next. It’s important to keep your ear to the ground and be flexible. After all, you’ve seen the results that having a hybrid/remote working arrangement can and does have.

It's also important that you be recognised for the work you’re doing to make work better, so be sure to get in touch with us to discuss how you can claim your Investors in People accreditation. We want to celebrate your organisation and what it stands for, as well as help you to push yourselves to the next level.

Talk to us about how to improve your scores...

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