Hybrid work likely to become norm as 1 in 5 UK staff prefer not to return to office full-time

A hybrid working model is likely to become the norm when restrictions are lifted, as nearly one in five UK employees prefer not to return to the office full-time, reveals a new UK study.

New research from Microsoft Surface, examining the impact of remote work as a result of the pandemic on the UK workforce, found that employees overall are happier working remotely. However, many reported being under more pressure working from home; despite the fact that almost 9 out of 10 (87%) staff reporting their employers have adapted to hybrid working.

The survey report entitled Work Smarter to Live Better, carried out with YouGov and analysed in partnership with the CIPD, the professional body for HR and people development, revealed that the majority of UK organisations have stepped up to prepare and support their workforces to work from home. Around 65% of staff said their organisation has provided them with everything they need to work effectively from home. Of those whose organisations have a formal working from home policy, 63% said they are not under pressure to return to the office, even if guidelines allowed.

DIGITAL FIRST APPROACH

Although firms across the UK are currently taking a digital-first approach, few plan to have a 100% remote workforce for the long term. The likeliest scenario is that most organisations will adopt a hybrid working model; a workforce split between working remotely and working in the office. The findings mean organisations and employees will have to adapt to support hybrid working long-term.

The survey found that the new way of working has provided an opportunity for UK workforces to live life to a different rhythm. Around 55% said they use their lunch break to focus on their personal life and 56% report an increase in their levels of happiness working from home. However, many employees say they are being stretched further than before in order to deliver. Nearly one in three (30%) report an increase in their hours whilst working from home. And more than half (53%) feel they have to be available at all times. The findings are similar to a US study, where more than half of American employees (52%) plan to jump ship this year, mainly for a better work-life balance. 

HYBRID WORKING MODEL FUTURE

As a result of these new pressures, more than a third of employees surveyed (36%) have sought mental health and resilience resources training to build remote working skills. The majority (65%) of staff also stated they missed socialising aspect of work most when they work remotely. Employees missed “water cooler moments” and seeing their colleagues in person. The opportunity for social interaction is actually a key driver for people’s decision to return to the office when guidelines allow.

“The Covid-19 pandemic has triggered the biggest homeworking experiment we have ever seen in the UK. However, this is not homeworking in normal times; much of this experience has been enforced home working and many people have been dealing with a range of additional pressures and anxieties. It is therefore crucial that line managers ensure people are not over-working and provide flexibility; and support to anyone struggling with any aspect of working from home,” commented CIPD’s Head of Public Policy Ben Willmott. 

“Senior leaders need to role model the behaviours they expect of others; and businesses focus more on equipping managers with the people management skills they need to manage and support home and remote workers. Employers also need to do more to provide more flexible working opportunities to people whose jobs mean they can’t work from home through greater use of practices such as flexi-time, job sharing and compressed and annualised hours.” 

KEY RECOMMENDATIONS

The CIPD recommends four areas of focus for UK organisations and people professionals. They include:

1. Support hybrid workers through good people management: Design work processes that suit all locations, concentrating particularly on knowledge-sharing, co-ordination of work and team relationships to encourage performance and innovation.
2. Ensure fairness of opportunity: Provide ongoing access to development and career conversations for all employees.
3. Put health and wellbeing front and centre: Ensure that employees are not over-working; and remind them about the importance of maintaining their physical and mental wellbeing and taking regular breaks, fresh air and exercise.
4. Offer a range of broader flexible working options: Go beyond remote working and look at introducing wider flexible working options like job shares, compressed hours, flexible start and finish times. Support flexibility from the start by recruiting flexibly; and making the right to request Flexible Working a day 1 right, as reported.

“Flexible working has taken on a whole new meaning, with remote work suddenly feeling ‘the norm’,” commented Howard Lewis, Surface Business Group Lead, Microsoft UK. “Employees have been empowered to think about where and how they are most productive; whilst employers have been tasked with ensuring the devices they provide to their organisations are fit for today’s purpose. The ability to successfully support remote operations and distributed teams is now indispensable for business resilience and innovation, with technology playing a vital part.” 

Click here to download a copy of the report.