Unheard of (or almost unheard of) in the “old world”, telecommuting has become an established part of the corporate landscape in the space of just a few months. More than a matter of course, it’s an indispensable tool that meets the expectations of many employees. But how do you think about tomorrow’s work (also known as the “hybrid work model”) and how do you implement it in your company? Find out in this article.
What is the hybrid working model?
All the experts agree: there will be no turning back to the “world before”. The 5-day face-to-face working week is a thing of the past (with the exception of very specific sectors and professions). Today, it’s all about the hybrid work model. But what does this mean?
The term “ hybrid working model” refers to an organisational structure that combines teleworking and face-to-face working. It’s what’ s known as “half face-to-face, half remote”. It’s a way for companies to empower their employees without sacrificing team cohesion. Better still: with alternate teleworking, teams are free toorganise their week as they see fit. Days (or half-days) at home, in third places (such as coworking spaces ), in face-to-face… The hybrid workingmodel is a clever mix of all these options!
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Teleworking, key figures
- According to DARES, 25% of employees declared that they were teleworking between 16 March and 11 May 2020.
- Before the arrival of covid, only 3% of French employees teleworked frequently (at least 7 hours a week).
- 1% of employees telework intensively ( 3 days or more a week).
- Today, 78% of French employees want to use the hybrid model.
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What are the advantages of the hybrid working model?
How can we talk about the benefits of hybrid teleworking without mentioning the advantages of’traditional’ teleworking?
Reduced absenteeism, increased productivity and sleep time, improved overall satisfaction for teams and employers… Long before the arrival of the epidemic and its confinements, studies were already highlighting the benefits of teleworking. This is particularly true of the report published by Kronos in 2016.
Also, according to the IFOP survey carried out in February 2017 for Malakoff Médéric, 67% of managers surveyed noted an increase in their teams’ productivity and commitment.
How is alternate teleworking different? It’s quite simple: this hybrid working model allows you to take advantage of all the benefits of working remotely… While avoiding most of the disadvantages!
The limitations of extended teleworking include the following:
- Psychosocialrisks for certain employees.
- The deleterious effects of a sedentary lifestyle on health.
- The feeling of isolation that employees experience over time.
- The loss of social ties.
- Inter-team communication difficulties…
Hybrid teleworking allows companies to offer their teams a little freedom. For example, by giving them the opportunity to get away from the big cities. All without sacrificing team cohesion. As a bonus, hybrid working allows companies to cut their property costs!
Alternate teleworking and productivity: what are the reasons?
- Alternate teleworking reduces the number of distractions distractions occurring in the workplace (such as coffee breaks noise, incessant interruptions , “meetings”…)
- When a company encourages teleworking, it gives its employees a sense of responsibility, which has a direct impact on their motivation!
- Teleworking also saves valuable hours (whether in overtime, at work or at home). precious hours (whether in terms of extra working hours, sleep or otherwise)
- This model gives employees greater autonomy, They are free to organise their working days according to their constraints … And their work/lifebalance is all the better for it!
For all these reasons, many teleworkers believe that this new way of working increases their their productivity and ability to concentrate!
What’s more, for companies, alternating teleworking is an excellent recruitment tool. In fact, it allows employers towiden their recruitment perimeter throughout France (and even internationally). All this while facilitating the onboarding and integration process for new recruits, thanks to the time spent face-to-face! A godsend for strategic recruitment, which is particularly difficult to fill.
Opt for a hybrid model to meet employees ‘ expectations
For managers , the hybrid model is particularly beneficial. Thanks, in particular, to the flexibility it brings employees and the productivity it fosters. It’s also an excellent way of engaging employees! However, this way of working should be used sparingly. According to the Cadremploi x Boston Consulting Group survey, 63% of respondents would like to be able to telework a maximum of 2 days a week.
As the authors of a major study carried out by WeWork and Workplace Intelligence explain, ” the overall objective of a hybrid model is to meet the wide range of employee needs, from the need to focus and collaborate, or the need to balance work and family commitments “
In other words, the hybrid mode of working is above all a way of meeting the many and variedexpectations of employees. And on this very subject, the French workforce is clear! 78% of French employees are in favour of the hybrid working model, according to the Cadremploi x Boston Consulting group survey.
So what are the expectations of French employees?
It’s worth remembering that the repeated confinements have raised deep questions among French citizens. Keen to improve their quality of life, some are even considering leaving their city lives for the countryside. This trend is confirmed by a study carried out by the Cooptalis consulting firm in the spring of 2021. According to this survey, 86% of French companies have received requests from their employees to telecommute in recent months, and 74% of them have approved these requests. Also, according to the WeWork x Workplace Intelligence study, 75% of employees surveyed would be prepared to give up at least one professional benefit to have the freedom to choose their working environment.
What are the points to watch or the obstacles?
Let ‘s face it: despite its advantages, teleworking is not all plain sailing. A novice teleworker with inadequate support can easily fall into some of the pitfalls ofremoteworking (such as disorganisation, procrastination, withdrawal…).
Whether teleworking is alternated or not, it requires appropriatesupport. This organisational model means dedicating time and energy to managing remote teams. It also requires them to be trained in the collaborative tools that facilitate teleworking, encourage them to promote information sharing… In other words, the move to mobile working cannot be improvised. It requires discipline and support.
Are all employees suited to teleworking?
No, that’s the problem. Opting for a hybrid working model means that a company has to for a company to rethink the way it recruits. For example, in a context of teleworking, even partial teleworking , it ‘s vital for a company to look for certain essential soft skills in its future recruits certain essential soft skills such as problem-solving, good time management, self-discipline… Without them, a company cannot guarantee thefulfilment of its future recruits in a context of alternating teleworking.
What’ s more, for employees already in post, the company will need to check that, before embarking on its hybrid shift that all employees are comfortable with this new working model (and consider solutions if necessary).
Finally, let’s not forget that we are not all equal when it comes to teleworking. Some people have the ideal environment for teleworking (such as a large home, with the right office furniture, equipment, etc.). Other employees, on the other hand, may live in smaller spaces, and with fewer comforts. What’ s more, depending on whether you ‘re a young, single working woman or a father with three children, teleworking does not take place under the same conditions.
A company that is proactive and aware of the disadvantages of teleworking will need to anticipate these possible disparities, to avoidaccentuating certain inequalities between employees – and in particular between socio-professional categories. To remedy this, a company can, for example, allocate a budget to its employees dedicated to the purchase of teleworking equipment.
A lso according to the We Work x Workplace Intelligence study, 76% of the business leaders questioned said they were prepared to pay their employees an allowance to work from home or in a coworking space. allowance to work from home or in a coworking space.
Hybrid working model: some good practices to adopt
Essential training for managers and employees
While managers and employees are generally in favour of teleworking, team managers seem to be slightly more reticent… According to surveys published in February 2021 by Malakoff Humanis, at the end of 2020, only half of the managers questioned were in favour of teleworking. The main reasons for this are: difficulties in maintaining team spirit, difficulties in implementing teleworking, feelings of isolation, etc.
No wonder : learning to manage teams remotely takes time… and support! For their part, employees who are new to teleworking also need training in good also need training in good teleworking practices.
Redoubling internal communication
Despite certain preconceived ideas, teleworking does not mean you communicate less. In fact, quite the opposite is true: to make it easier to share information and avoid misunderstandings and things not being said, it is preferable for a company to redouble its communication efforts when teleworking, whether total or partial.
Encourager la transparence et les retours honnêtes, faire des points réguliers (qu’il s’agisse de points d’équipe ou de one-to-one), centraliser les informations grâce à des outils collaboratifs sont autant de bons réflexes à adopter pour un télétravail optimal.
IT security: as essential as ever
It goes without saying: if you want to telework effectively and safely, it is essential to invest in the right tools and to teach your teams the basics of IT security. The first thing to do is secure remote access using a VPN. Also think about consolidating your passwords policy by requiring all employees to use a secure password manager and configure two-step validation for their email and the company’s sensitive software.
Adopting and organising a hybrid working model, in conclusion
Combining face-to-face work and teleworking, the hybrid working model is slowly emerging as the ultimate solution for companies wishing to reap the benefits of remote working without having to deal with its drawbacks. What’s more, this skilful approach can meet the expectations of employees who attach particular importance to their well-being and balance. The challenge for HR and management will then be to offer a similar experience at work, whether in the office or at home.
