Hybrid Working - why it works and how it can benefit business

This week has been a real cracker. As I settle into the pace of my consulting work and part time employment, juggling parenting and dog sitting, adjusting to new glasses and new hearing aids, I take a deeeeep breath. It's amazing how life can change so quickly, and how we adapt to those changes. For the past month at my new part time role I have really struggled with the open plan environment, but it's also been great interacting with a team face-to-face again after 11 years of working primarily from home. In addition to being profoundly deaf, I also live with tinnitus, hyperacusis and periodic depression and anxiety. The tinnitus is a high pitched ringing that occurs 24/7 and the hyperacusis results in a muffling and distortion of sound and can be very overwhelming in noisy environments. It gets worse when I am under a lot of stress, and unfortunately neither are easily managed and there is no cure. They both lead to cognitive fatigue and can affect my mood. On the bad days I do my best and try to remember that this too shall pass. Thank goodness I have the option of working from home on those days.

A relaxed and quiet home office can be very productive

Lately I have come across a number of articles about flexible workplace policies and hybrid working arrangements. Post epidemic, many organisations are struggling to find a good balance of being in the office and working remotely. The less enlightened business leaders are demanding a return to working at the office. Apart from those jobs that require face-to-face interaction such as customer service roles, or physical, outdoor jobs I honestly can't see why anyone wouldn't embrace a hybrid approach with a good balance of office time and remote work. I suspect it is actually more to do with psychology of feeling in control in the workplace, and less to do with productivity and outcomes. My view is that blanket rules about working at the office are misinformed at best and very damaging for business and employees at worst. These days, the job market is very different - people are far more likely to quit and seek work elsewhere if they aren't offered flexible working arrangements.

"As someone who is far more productive at home where I can control my environment and ambient noise levels, focus and take rest breaks when I need to, I thrive with the hybrid working approach."

With hybrid approaches you still have a great mix of focused time at a desk and those incidental hallway conversations with colleagues that lead to creativity and innovative thinking. It is an absolute win-win for roles that can be undertaken from any location. And for those of us with disabilities or debilitating conditions, the option to work remotely can be the difference between being employed and unemployed. As someone who is far more productive at home where I can control my environment and ambient noise levels, focus and take rest breaks when I need to, I thrive with the hybrid working approach. Compared with my days working in a high rise building, with an hour long commute to and from work, I am far better able to manage fatigue and mood levels. And on the days I am in the office, I still have opportunities for social contact and building those all important workplace relationships.

There are a number of benefits for families too. I am able to help with school drop offs and pick ups and still be online during expected work hours when I work from home. This means I can also be at home to attend to the kids or help my partner when needed, which is an absolute priority in our household with our disability care needs. Family comes first and the savvy organisations understand and support this. When employers are open minded about employees' personal lives and individual needs, and strive to help them find a good balance alongside their work roles, employees feel supported and are more likely to be loyal and motivated. Trust works both ways.

The past month has been a crazy time for me. It is a transitional period which can be quite anxiety provoking, but it's also been very positive too. I am lucky to have a supportive team at work who are open to learning about deafness and its complexities. And I am also open to learning about their needs as individuals and as a team. It is a great place to be, even if I struggle with the noise on occasion. That we all have hybrid working arrangements in place and a willingness to openly talk about any issues that we encounter in the office demonstrates that flexibility is the key. Open dialogue and psychological safety is incredibly important to business because it enhances employee well-being, creativity, and productivity. This is great for businesses and their workforces.

While I am very much a fan of working from home, I should also acknowledge that for some people it is not always true. My partner prefers working at her office because she can focus and get tasks done, and then leave work at work. More extrovert people also tend to thrive in the workplace because they get their dopamine hits from social interaction. And for some people that is a very valid approach. To me this further reinforces the need for hybrid approaches and the flexibility for individuals to choose how much time they spend at the office and working remotely. I know from experience that even being able to do half a day at the office and half a day at home can be really helpful for managing sensory overwhelm. And when the chips are down, a whole week in the office might be equally appropriate.

For business leaders and managers in todays world, there is understandably some angst and uncertainty about balancing flexible working arrangements and business requirements. But it doesn't have to be a cookie cutter approach that negatively impacts workforce morale and the bottomline.

If you would like to discuss how I can assist your organisation with designing flexible working policies that meet your business needs and incorporate accessibility and inclusion requirements, please contact me.