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Implementing Hybrid Home Working

Student Name
Submission Date
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Table of Contents
Introduction......................................................................................................................................3

The Proposal for a Hybrid Home-Working Approach....................................................................3

Conclusion.......................................................................................................................................4

Bibliography....................................................................................................................................5
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Introduction
This briefing note aims to introduce the topic of hybrid home working as a potential solution for
organisations looking to increase agility and responsiveness while facing economic challenges
and increased competition (ACAS, 2023). The note will cover the critical considerations for
implementing a hybrid home-working approach, including the suitability of home-working for a
specific department, potential benefits and drawbacks, and a plan for management and
implementation. The note will also provide an overview of the latest research and best practices
in the field of remote working to help inform the decision-making process.

The Proposal for a Hybrid Home-Working Approach

A hybrid home-working strategy combines working from home with office work. It may create a
balance between the freedom of remote work and face-to-face engagement and cooperation
advantages (CIPD, 2023). In order to execute a hybrid home-working strategy, the business must
develop clear communication, cooperation, and productivity norms and regulations. In addition
to providing computers, VPN connections, and collaboration software, the business should give
the required tools and resources for remote work (ACAS, 2023). It is essential to examine the
influence of such a shift on the company's culture, team dynamics, and employee well-being and
to take measures to reduce the negative impacts (CIPD, 2023). Before implementing the hybrid
strategy company-wide, the organisation may also execute a pilot programme with a small subset
of workers to evaluate its efficacy.
Hybrid work-from-home arrangements may increase worker productivity, job happiness, and
company savings (ACAS, 2023). Work-from-home policies may reduce stress, improve work-
life balance, and boost employee engagement. It may also increase a company's talent pool and
cut office space and other costs (CIPD, 2023).
However, a combined work-from-home strategy may have drawbacks. These include employees'
predisposition to become alienated and uncollaborative and the difficulties of managing distant
workers and ensuring they meet organisational standards (CIPD, 2023). Face-to-face interaction,
essential for trust, relationships, and teamwork, may also pose issues. Flexible, engaging staff,
giving tools and resources, and training and support are also important (ACAS, 2023). Managers
may maintain department efficiency and employee satisfaction with hybrid home working by
monitoring performance, obtaining feedback, and offering training and assistance (CIPD, 2023).
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In order to counteract the negative consequences, the following suggestions may be implemented
by organisations:
 Establish explicit remote work communication procedures and rules.
 Offer frequent virtual team-building exercises and in-person connection chances.
 Laptops, secure VPN connections, and collaboration software are essential for remote
work (CIPD, 2023).
 Provide training and assistance for remote work, including instruction on collaboration
technologies and remote communication best practices (CIPD, 2023).
 Regularly communicate with remote employees and solicit their opinions and
recommendations for improvement.
 Prepare a strategy for when workers return to the workplace, and express it clearly.
 Ensure the IT infrastructure is solid enough to facilitate remote work and speedy problem
resolution (CIPD, 2023).
 Communicate to workers the advantages and downsides of remote work, as well as how
they may assist in overcoming the negatives (CIPD, 2023).

Conclusion
In conclusion, hybrid home working may enhance department agility and responsiveness,
employee flexibility, and work-life balance. The department's work and workers' needs should
determine if home working is appropriate. Consider the hybrid home working approach's
makeup, including the number of days at home vs office days. Clear communication, technology,
and management are needed for hybrid home working. This involves performance monitoring,
frequent check-ins and team meetings, offering tools and resources, being flexible, engaging
staff, and training and support. This can ensure department efficiency and employee satisfaction
with hybrid home working by monitoring performance and receiving feedback.
Regular check-ins, team meetings, and clear communication help home workers overcome
isolation and lack of teamwork. The firm should also offer cooperation and communication
channels for remote workers. Overall, hybrid home working takes preparation and
administration. We may adopt this method and overcome difficulties by considering the
department's and workers' demands and implementing clear communication, technology, and
management practices.
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Bibliography

Coronavirus (COVID-19) and Mental Health at work (no date) ACAS. Available at:
https://www.acas.org.uk/coronavirus-mental-health/managing-workplace-mental-health
(Accessed: January 25, 2023).

Future of flexible working: CIPD podcasts (no date) CIPD. Available at:
https://www.cipd.co.uk/podcasts/flexible-working (Accessed: January 25, 2023).
Improvement required? A mixed-methods study of employers' use of Performance Management
Systems (no date) ACAS. Available at: https://www.acas.org.uk/improvement-required-
a-mixed-methods-study-of-employers-use-of-performance-management-systems
(Accessed: January 25, 2023).