Hybrid working: What are the challenges – and how to overcome them

Welcome back to our hybrid working blog post series 

In this blog post, we will be exploring some of the limitations and challenges of this new way of working which combines both working from home as well as in the office. 

If you’ve missed the first blog post in this series, or maybe even the second, you can read them here. So far, we have covered exactly what hybrid working is and how it differs to flexible working, alongside some of the key benefits that employers and employees are enjoying as a result of this shift in the way we work. 

The challenges of hybrid working 

After more than 18 months of working from home, it’s safe to say that we are now able to review the strengths and limitations of this way of working. Perhaps in the first few months, we were excited by the change. However, as the ‘new normal’ seems to combine both home and office working, we can now analyse it more effectively. 

For every benefit, such as a reduced commute, there is also a limitation. For example, many found the commute an effective way to distance themselves from their work and their corporate responsibilities.  

We can see from the data the impact of working full-time from home or remotely. A recent survey by Nuffield Health found that 80% of UK workers feel working from home has had a negative impact on their mental health.  

With that in mind, here are a few of the drawbacks that can affect both employers and employees. 

Difficulty onboarding new staff  

Traditionally, companies invite new team members into the office to give them a tour of the building, assign any laptops and supplies, and give them the opportunity to meet the team. However, in a world where some roles are remote, or at least begin this way, employers now need to onboard staff digitally. 

While it is certainly possible to pass over the information you need to a new team member while hybrid working, without everyone in the office together at the same time, it can be difficult for new members of the team to get a feel for their new role and the workplace. 

Employees miss out on time together 

There are so many benefits of having the team together. Whether it’s being involved in a creative brainstorm or having important client meetings face to face, so many cues, such as body language, can be missed when interactions take place screen to screen. 

It’s often the time spent in person which helps teams to bond and thrive. Whether that’s going out for coffee together or sharing skills, face-to-face contact really helps teams work well together. 

Technical difficulties 

We’ve all been there, sharing screens with a client or our manager, and our Wi-Fi drops out or becomes unreliable. With many people working from home during this period, issues with technology were commonplace. 

Not only can this cause difficulties during online meetings, hours of the working week can be lost to network issues or teams relying on personal laptops for work-related tasks. 

Working from home can be isolating  

While many see the positives in hybrid working, for some it can be an isolating experience.  

Whether your team is made up of new talent who are looking to make friends at work, or they are simply the kind of personality types that thrive when around people, the working from home part of hybrid working can be a difficult time. 

How to improve the hybrid working experience 

For every challenge related to hybrid working, there is a way to get around it. Here is some advice that you might find helpful as we adjust to this new style of working. 

1) Set aside time to check in with your team, individually or as a group, and encourage open discussion around any challenges they are experiencing with hybrid working. The wellbeing and mental health of staff should always be a focus, no matter where they are working. 

2) Ask your team to update their calendars to show when they will be in the office, then others can co-ordinate where appropriate for work or social time. 

3) Support your team with regard to any adjustments they need to make hybrid working accessible to them. Value your employees for their inputs, not just their outputs. 

What to do now 

The remainder of the series will also cover what We Love Surveys can do to support you in engaging with your team to make data-based decisions.  

Make sure you’re following us on Twitter, LinkedIn and Instagram so you don’t miss the next instalment in this series or the updates from our team. 

If you’re interested in catching up with our other blog posts, you can do so here.