Understanding and addressing the challenges of hybrid working is becoming key to creating inclusive, flexible and responsive work environments

The COVID-19 pandemic has radically changed the way we work, with hybrid working becoming the new norm. The transition has raised questions about how organisations can effectively support hybrid working models to ensure employee well-being, productivity and sustainable working practices. Understanding and addressing these challenges is becoming key to creating inclusive, flexible and responsive work environments.

Hybrid working can help employees to balance work and private life and to focus on work tasks that require concentration and calm, while on the other hand highlighting the need for social interaction. Managers and HR professionals therefore need to develop strategies to support employees, promote collaboration and maintain organisational culture.

The author of the article, Dr. Andrej Kohont, Associate Professor, member of the Centre for Organisational and Human Resources Research, conducted structured interviews with 75 employees and managers in Slovenia who work in hybrid work environments. The research was based on the work demands and resources model and focused on the extent and effects of hybrid work, on the quality of work - especially maintaining a balance between work, life and employee well-being, on the ways in which hybrid work is supported organisationally, and on the key organisational challenges associated with hybrid work.

Key findings of the survey

1. Hybrid working is well formalised and supported in organisations, allowing for clear expectations and structure.

2. Hybrid working is most often initiated by employees, reflecting their desire for more flexibility and autonomy.

3. Successful implementation of hybrid working is based on a high level of trust between employees and employers.

4. Managers play a key role in coordinating hybrid working, fostering collaboration and maintaining team cohesion.

5. Despite the benefits of hybrid working, there remains a need for regular face-to-face collaboration, which strengthens team dynamics and organisational culture and overcomes feelings of isolation.

Organisations can draw on insights to develop strategies that support employee well-being and preferences, foster new ways of working together and contribute to a more sustainable and inclusive work culture. More broadly, they can contribute to employee satisfaction and quality of life, more efficient use of resources and organisational development.

Read more about the study Organisational Support of Sustainable Hybrid Work: Between Homely Workspace and the Need for Live Cooperation.

The research follows Sustainable Development Goal 8 - Decent Work and Economic Growth

Photo: Anchiy, iStock