Employment experts have been asked what they have learned about changes to working practices over the last 12 months. 

In fact, when 2,046 workers were surveyed by YouGov earlier this month, 51 per cent stated that that would consider leaving their company if hybrid working (or flexible working) was removed.

Over the last decade, hybrid working has gained in popularity and during the pandemic this popularity has accelerated to make hybrid working the preferred choice for many workers.

Some organisations have experienced success, with others having had an uncertain transition - but hybrid working has taught some valuable lessons. Many businesses are incorporating their employees desire for flexibility and rebranding as ‘work from anywhere’.

A panel of HR and employment experts were asked about what they learnt from the last 12 months - and what they considered businesses should take forward into 2022. 

Daisy Hooper - Head of Policy at the Chartered Management Institute - stated:

"One of the key things we've all learned in 2021 has been the value of trust in our working relationships.”

She says that having a hybrid - or remote working policy - requires a strong level of trust between employer and employee.  

However, she adds that not everyone can manage teams remotely and mentions how “we've also seen a realisation that some managers will need training and guidance on how best to handle their teams who are working in a hybrid or home-based model.”

Gemma Dale - Lecturer at Liverpool John Moores University - said:

“Most people only really began to work in a hybrid way from the summer, before it was interrupted with new home working guidance in December.”

She also commented on employee reluctance to return to their offices and says this is partly because of ongoing anxiety about Covid.  It appears that employees are questioning why they need to return to offices.

Gemma Dale added:

“This is a key challenge for HR when the current work-from-home period ends; how do we create meaningful face-time in offices, helping people to be more intentional about their time in physical workspace?”

Ben Willmott - Head of Public Policy at the CIPD - commented that in addition to hybrid working, employers should consider the different flexible working arrangements they offer.  This would ensure that everyone can benefit from flexibility - and not just those who can work from home.

He stated:

“Over the course of the year, many businesses have been able to test and develop effective home and hybrid working practices.”

However, he warned:

“Organisations will need to ensure they consult with staff as they go, to figure out arrangements that work best for both the business and employees”.

Alan Lewis - Partner at Constantine Law - said:

“Some employers have said they do not expect to go back to having staff in the workplace full time.”

He also pointed out that:

“The employer has little control over who is viewing data where staff work remotely.”

He stressed the importance of training about confidentiality, which “cannot be emphasised enough” - as well as being prepared to take any appropriate disciplinary action.

Alan Lewis also advised that “health and safety implications have to be addressed effectively, including carrying out risk assessments… providing the right type of equipment, perhaps even a special kit to enable remote working”.