Remote and Hybrid Work Models

Over the last few years, the landscape of work in the UK has gone through massive transformations, driven predominately by the global pandemic. Five years on, and remote and hybrid work models still continue to remain a key topic of conversation for businesses. 

Remote working surged during the pandemic when businesses were forced to act and adapt very quickly. It was initially seen as a temporary measure but has since now formed part of the long-term strategy for many organisations. According to a recent study on Remote Work Statistics UK[1], 41% of UK workers engage in remote work at least part of the week, with 28% adopting a hybrid model and 13% working from home full-time. 

As the workforce adapts to this ‘new normal’, many companies continue to embrace remote and hybrid models, seeing positive effects such as greater innovation and employee engagement. 

However, it’s important to acknowledge that sometimes, business needs change and this can mean the need to re-assess work models.

Overhead view of a workspace with a desktop computer, keyboard, mouse, tablet, smartphone, glasses, notebooks, and a potted plant on a wooden desk.

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Here are some practical steps to take to help facilitate this change:

  1. Evaluate how the current model is working and gather employee feedback (this can be through an engagement survey).

  2. Decide what the new model will be i.e. remote, hybrid or in-office – and ensure to consider flexibility.

  3. Consistent and transparent communication with employees on the change and give clear reasons why.

  4. Ensure teams have the necessary tools and training for success in the new model.

  5. Revise and reissue contracts (if necessary), define core work hours, and communication to align with the new model.

  6. Promote mental health and flexibility to accommodate different employee needs.

  7. Senior leaders and management should be leading by example and also adhering to the new work setup. 

Shifting your work model requires thoughtful planning, clear communication, and a commitment to supporting your employees through the change. By prioritising flexibility, providing the right tools, and staying open to feedback, you can create an environment that drives both productivity and employee satisfaction.