Hybrid Working and Employee Retention

Several UK banks have recently begun to reduce remote working hours, requiring a number of mandatory in-office days for employees. Earlier this month, Lloyds Banking Group called for its 40,000 workers to return to the office, with the promise of free food as a ‘perk’ to tempt staff back. Meanwhile, HSBC has revealed plans to increase mandatory office days to three per week from the beginning of October. According to a recent survey, this has been a rather unpopular choice among those working within that sector where, out of 1,585 finance employees, nearly half would consider looking for a new job if they had to spend more time at the office. A Lloyds staff grievance against the restricting policies has also reached 4,000 signatures.

Hybrid working may not be for everyone. Levels of productivity can fluctuate from person to person depending on their work environment. Too much or lack of social interaction can also affect productivity and wellbeing, making it important to get the balance right. Hybrid working can be tailored to suit individuals’ needs and working styles in many ways. Here are a few methods to retain employees in a hybrid working environment:

Trust

As an employer, it is important to trust your employees to perform their work at a high standard, regardless of their location. Avoid micromanaging, closely monitoring or scrutinising their every move as this gives the impression that you view your employees as unreliable, which can deter them from wanting to produce good work. Instead, demonstrate confidence in your staff, motivate them, and make them feel valued.

Clear and regular communication

It’s easy for employees to feel isolated from their colleagues with hybrid working. Making use of communication channels, such as platforms like Microsoft Teams or Slack, can help staff stay connected wherever they are. Let your employees know that they can contact you with any queries or worries and check in with them on a regular basis. Also set clear expectations for your employees, such as how they should behave in a working environment and how much work is expected from them.

Flexibility

Employees should be given the choice of when they want to work remotely or in the office, as the same schedule will not work for everyone. It can also help with work-life balance, leading to employee satisfaction and increased morale. With flexibility, employees are able to deal with other commitments during the traditional working day.

Technology

Providing the necessary technology and equipment is also essential. Make sure employees have access to up-to-date laptops and phones, as well as the relevant software and online applications that can help them work more efficiently.

Hybrid working can be a great option for many employees, but it requires careful consideration and tailoring to meet individual needs. Employers should focus on building trust, communication, flexibility, and providing the necessary resources to ensure that employees can work efficiently and effectively, without having to rely on ‘perks’ to create a productive and happy workforce.

If you are interested in learning more, the Development Zone has a range of courses related to topics we have touched on in this article, including:

• Hybrid Working
• Workplace Communication - Introduction
• ICTs and the Workplace - Remote Working

If you are new to the Aviva Development Zone, we offer a 14-day free trial where you can try every feature and every course! Click here to find out more: https://mydevelopment.zone/