Page 25 - Spaces Magazine Volume 1

4. Access to a diverse talent pool With less geographical constraints, hybrid work expands the talent pool. Organisations can hire the best candidates for the role. This has the knock on effect of driving healthy levels of competitiveness within the company. It’s not all roses and sunshine. Or at least, there are some challenges to having hybrid work policies that need to be managed. Cons 1. Communication challenges If you’ve ever worked in an office, communication is always flagged as a challenge. Getting a hold of the right person, at the right time can be hard, even in a shared office space. That’s amplified online. A question that could be answered in a couple of minutes in person, all of a sudden needs a calendar invite to discuss. It’s essential to set up robust comms channels & policies that don’t hinder conversation. 2. Isolation silos and culture It’s difficult to build a culture around a fully remote company. Employees may feel isolated and detached, so it’s important to build a cohesive atmosphere. Setting up an informal channel that’s regularly updated with fun activities, memes and news can help build rapport across teams and departments. 3. Potential security concerns Hybrid work relies heavily on connectivity. This opens up more risk for cyber attacks. All staff will need to be trained on the latest cyber security practices, from phishing to the risk of accessing public networks. 4. Needs constant monitoring Things change. It’s important to factor in how the needs of the business and employee’s may evolve over time. So any hybrid work model that is introduced needs constant updating to best suit everyone’s needs. There won’t be a one- shoe-fits-all system. It’s about ensuring things are moving in the right direction from both a business and employee perspective. s s m m a a r r t t s s p p a a c c e e s s . . a a p p p p | | Y u u r r a a c c e e , , b b u u t t s s m m a a r r t t e e r r Y p o s sp o