Guide to trialling a hybrid working model
Introduction
In the era of evolving work environments, employers are increasingly considering the adoption of hybrid working models. However, it's prudent to embark on a trial period before committing to such a change. This guide explores the steps HR professionals can take to ensure a successful and effective hybrid working trial period.
Step 1: Assess the Suitability of Hybrid Working
Before launching into a trial period, it's crucial to evaluate whether the hybrid working model aligns with the organization's goals and culture.
HR should:
- Examine the practicality and cultural compatibility of hybrid working.
- Seek buy-in from senior management.
- Identify roles suitable for hybrid work.
- Gather employee feedback on their appetite for hybrid working.
Step 2: Announce the Hybrid Working Trial Period
Once the decision is made to proceed, communicate it effectively.
The announcement should include:
- The rationale for conducting a trial period.
- Details of the hybrid working arrangements during the trial.
- Clear guidelines on workplace attendance and remote work.
- The trial period's duration, including start and end dates.
- The review process for the hybrid working arrangements.
- Methods for employees to provide feedback and address issues.
- Preliminary ground rules, possibly in the form of a draft policy subject to change.
Step 3: Listen to Employee Feedback
During the trial period, it's vital to gather feedback from all staff, not just those directly impacted.
Methods include:
- Employee surveys to assess the effectiveness of hybrid working.
- Encouraging ongoing feedback channels, such as direct communication with line managers or HR.
- Involving line managers to understand the challenges and benefits of managing a hybrid workforce.
Step 4: Adapt as Necessary
Flexibility is key during the trial period. Be prepared to make changes based on feedback and evolving circumstances, such as:
- Adjusting the balance between workplace and remote work.
- Reassessing roles for suitability.
- Adapting COVID-19 safety measures for onsite employees.
- Enhancing remote working technology and equipment.
- Modifying hotdesking arrangements.
Regularly update and communicate changes through policy revisions.
Step 5: Decide and Communicate the Trial Outcome
At the end of the trial, communicate the outcome clearly:
- If the trial was successful, confirm the permanent adoption of the hybrid working model.
- Share findings from the trial and outline next steps, including timelines and contract changes.
- Finalize the hybrid working policy and distribute it to employees.
Step 6: Formalise New Hybrid Working Arrangements
For a permanent transition, formalize the arrangements:
- Consider amending employment contracts to reflect the new working model.
- Alternatively, introduce hybrid working as a discretionary option, maintaining flexibility while ensuring alignment with actual practices.
- Conduct individual discussions with employees to address any unique concerns.
By following these steps, HR professionals can effectively navigate the hybrid working trial period and ensure a smooth transition toward a more flexible and responsive work environment.
