Hybrid Working – What are the Alternatives?

By Deborah Manktelow
05 May 2021

As hybrid working continues to gather popularity, this article is the last in a series that has explored the pros and cons, how to implement it, and options for the companies that can’t.

If you missed the first two articles you can find pros and cons here, implementation of hybrid working here.

Not all organisations may be in a position to offer hybrid working. This could be for a number of reasons. For example, staff may simply not be able to conduct their specific role at home. You may have concluded through the pandemic that homeworking just doesn’t work for you. Whatever the reason, the increasing popularity of hybrid working could mean you need to consider your options.

Hybrid working

Be certain hybrid working isn’t an option

Before looking at alternatives, you should carefully consider why you don’t want to offer hybrid working. Can you clearly outline these reasons to your staff?

Following lockdown, some employees may wish to start such an arrangement. They could feel they have worked effectively from home throughout the pandemic. As a result, they may be tempted to look for alternative employment if you are dedicated to having everyone back in the workplace.

Other flexible working options

In the absence of hybrid working, organisations could consider other working arrangements that offer a degree of flexibility. This could include the following:

  • Staggering start and finish times, letting staff come in later or finish earlier
  • Implement ‘flexi-time’, where staff are able to work less hours one day and make it up at a later date
  • Increased annual leave options, such as the option to buy or sell leave
  • Job sharing or part-time working options

As we discussed in our last article on hybrid working, changes of this nature would result in a change to staff terms and conditions. This means you’ll need to seek staff agreement.

Employees may pursue this type of change through a flexible working request. The usual rules surrounding these will need to be followed.

Other alternatives to explore

Outside of flexible working, there are other areas you may consider to encourage continued staff retention:

  • Implement pay rises
  • Consider providing bonuses
  • Take steps to offer increased training opportunities
  • Offer other workplace perks, such as vouchers, dress-down days and socials.

Listen to staff feed back

To improve morale and satisfaction at work, encourage staff to come forward with any concerns or suggestions they may have. You can do this through an anonymous forum or box. As this is anonymous, employees are more likely to be honest, which may be very useful for assessing if changes are needed.

Expert support with hybrid working

In all, hybrid working may not be for you, but it’s something you need to consider and address if you want to maintain a good level of staff retention. With the right measures in place, you won’t see a drop in employee morale or staff turnover.

If you need support with hybrid working, or need advice on any of the issues raised in this article, speak to an HR expert today on 01455 858 132.

About the Author

Headshot of Deborah Mantkelow

Deborah Manktelow is a CIPD Qualified HR professional with over 7 years’ experience in generalist HR management working within the Construction Industry.

Working for a National provider of Insulation provided Deborah with the opportunity to strategically support Operations across the UK, supporting HR functions and the wider business.

Deborah is Croner’s Advice Manager, taking responsibility for overseeing the provision of advice to all Croner clients, bringing together our Corporate, Simplify and Association service provisions.

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