Hybrid working – balancing people, profit and performance

Hybrid working is great, isn’t it? I get to work from home and the office… so now I can be late in two different places!

However, it seems not everyone is quite so keen, Amazon for one,  which is ordering its staff back to the office five days a week.

Curious timing given the government is pushing for rights to flexible working – including working from home – to be strengthened.

It appears that Amazon argues its employees will be able to better “invent, collaborate, and be connected”.

I wonder what their employees think of that?!

One key thing that is often missed as the debate tends to veer towards profit vs people is the impacts on Mental Health, Learning and Development.

I’ve closely observed how hybrid working models influence mental health and learning opportunities within the workplace and here are a few things that I’ve found that might provide food for thought:

Mental Health Challenges and Benefits:

Hybrid working can both alleviate and exacerbate stress. The flexibility often reduces commute-related stress and improves work-life balance, yet it can also lead to isolation and blurred boundaries between work and home life.

Learning and Development Adaptations:

Hybrid environments demand innovative approaches to training and development. Virtual learning platforms have become crucial, but they require adaptation to maintain engagement and effectiveness compared to in-person sessions.

Importance of Structured Support:

Effective hybrid models include structured support systems to address mental health and ensure continuous professional growth. This involves regular check-ins, mental health resources, and tailored development programs that suit both remote and in-office needs.

The key for me is the need for organisations to proactively manage these aspects to harness the benefits of hybrid working while mitigating its challenges.