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Implementing a strategic approach to hybrid working

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Perspectives from the Danish-UK Association Patron Circle Community

While there’s no question that remote work is now a core component of the workplace; business leaders are concerned by the loss of collaboration and creativity that comes from in-person interaction. Despite office attendance returning to pre-pandemic levels in areas of continental Europe, office occupancy in the UK is currently between 50-70%. Globally, business leaders are struggling to strike the right balance between remote and office work – and the ongoing uncertainty is stalling progress. So, what is the best route forward? And what opportunities can a hybrid workforce present? These questions, and more, were the focus of a recent roundtable discussion this 27 September 2022 at our Canary Wharf office.
 
Hosted by our Group CEO Jacob Aarup-Andersen and Liz Benison, CEO of ISS UK&I, the event for fellow Patron Circle Members of the Danish-UK Association brought together senior executives from multiple industries. In a discussion, led by Carsten Amdi Jensen, Deputy Head of Corporate Banking at Danske Bank, we explored the new world of work and the success strategies for hybrid working. Here, we outline the key themes from the discussion.

Welcoming people back to the workplace

While arguments in support of remote work are abundant, the idea of working in the office is seemingly less appealing. Nonetheless, the workplace can provide experiences and opportunities that are difficult to replicate remotely. From upskilling and training talent to team lunches, the workplace enables collaboration and builds camaraderie, which drives growth at both a business and individual level. The workplace has and must change, but it’s important that business leaders recognise and leverage those changes for the unique opportunities the office offers.

ISS recently launched its ‘Welcome Back to the Workplace’ campaign, aiming to highlight these benefits and the potential of the office in the new world of work:

How to ‘earn the commute’

A hybrid approach offers the best of both worlds of work but establishing a seamless segue between remote and office spaces is crucial. Even simple elements such as a poor technical set up in the office can be enough to turn employees off from making the Monday morning commute.

Experience is everything and now’s the time to rethink what your office offers your employees. For career starters, training opportunities, including those gleaned from overhead conversations, are a key driver for in-person interaction. Those training them require spaces that spark conversations and creativity and access to the tools and tech that make knowledge sharing easy.
 
While office design has a key role to play in shaping workplace experience, workplace services must also be given careful consideration. Workplaces with staff restaurants have seen a recent boom in use as more people opt to enjoy meals with their colleagues, rather than eat at their desks. In addition to providing for individual employees, services like these can help build a solid company culture by strengthening bonds between colleagues.

Ultimately, the role of remote work is clear – it meets the need for flexibility and for providing ‘acoustic privacy’ for deep concentration work, whereas the role of the office is ready to be reimagined by employers. Whether it’s for team collaboration over lunches and activities or to build knowledge and expertise, the office must provide more than a functional space. It must enable and enrich employees’ experience of work.

Winning the war for talent

In the era of ‘The Great Resignation’ where businesses are experiencing an average staff turnover of 7-10%, the fight to attract and retain talent is fierce. In 2022, a global ISS pulse survey revealed that employee engagement was the top priority for business leaders. While providing an outstanding workplace experience can help strengthen bonds with employees, offering flexibility around working patterns and places is now an expectation, not a benefit. Employers that fail to offer employees flexibility are at risk of losing talent to those that do.

However, fully embracing a hybrid approach goes beyond talent retention. Flexibility on where and when employees work enables businesses to attract a wider, more diverse range of talent. For example, working parents traditionally excluded by rigid office attendance rules can thrive in businesses that allow work to be flexed around school runs and nap times. Flexibility, individualisation and inclusion are key focus areas when it comes to winning the war for talent.

Building great workplace experiences – for all

There are two core challenges facing business leaders when it comes to implementing a successful hybrid approach. The first is that the needs of today’s multigenerational workforce are myriad and cannot be successfully met through a cookie cutter approach. Understanding the different archetypes that make up your workforce is crucial to developing a hybrid strategy that suits the workforce of today and tomorrow.

Secondly, leaders need to bridge the connections between these groups across both physical and remote workplaces. There isn’t a secret formula for success, but these challenges can be addressed through three core areas:

Workplace Design: From providing the necessary tech and the tools needed to keep everyone connected, such as well-positioned cameras in meeting rooms, to ensuring your workplace offers the spaces your employees need for both collaboration and quiet.

Services: Providing outstanding workplace experiences that add value to your employees’ workday. Whether it’s access to a nutritious lunch, opportunities for professional development or celebrations of your company culture.

Leadership: Defining and embedding a hybrid culture that prioritises individualism and inclusion.

This includes equipping managers with the skills and knowledge they need to lead a remote workforce. From managing hybrid meetings to providing support and ensuring equal opportunities. Ultimately, providing everyone with an enjoyable workplace experience, wherever they may be.

Read more from our Return to the Workplace series.

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