This article discusses the rapid growth of hybrid working and its role in providing flexible work arrangements. It highlights key benefits such as improved work–life balance, employee well-being, and increased motivation.
Activity 1
Hybrid-working
The given article is based on hybrid working which growing rapidly in the today’s world. As per given report, hybrid working is a kind of flexible work arrangements in which employees spend some of their time in doing job remotely, often, but not essentially, from home and some in the corporate office. Nowadays, most of the organisation utilise hybrid working settings because of its many benefits. Further, it has been identified that workers value and want flexible work as well as opportunities to do job in a hybrid manner. There are numerous benefits of the hybrid working as it offers a good balance between work and life to the employees (CIPD, 2024). Employees have chance to modify their work environments according to their preferences and what suits best them. This kind of working provides a greater capability to concentrates with fewer disruptions. When employees work from their home, then they have more time for family members and friends along with the wellbeing activity. By choosing hybrid work arrangements, employees can save travelling costs and money plus achieve higher levels of encouragement and commitment.
There is no one way for a company to approach hybrid work and it varies from one organization to another. An effective and successful plan of hybrid work involves approving an overall strategic position on hybrid method for a company and establishment of policy reflecting strategy, provision of training and growth activity for employee to support hybrid management and developing effective approaches for the possible challenges like technology disruptions, worker wellbeing and inclusion. From article it has been analysed that as a people professional, it is important for them to consider different aspects while implementing hybrid working. People or HR professionals can include the information regarding flexible working in recruitment advertisements to attract the talented personnel (Ateeq, 2022). HR professionals tend to make focus on undertaking induction procedures for the hybrid workers to integrate them with the company’s culture. They must offer learning and growth opportunities to support long-term professional development. Organisations which offer hybrid working should modify performance management aspects because when employees are working remotely, their performance may be difficult to monitor. Further, it is essential for the people professionals to offer rewards timely and focuses on diversity & inclusion aspects while applying the hybrid working approaches.
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There is a legal implications regarding hybrid working and while applying hybrid working, an organisation ensures that they consider the contractual changes. For example, when workers make a formal or legal request for hybrid working under flexible working, this will lead to formal alteration to employment terms and conditions (Bloom, Han and Liang, 2024). Companies may take legal suggestion where suitable on their particular situation. In addition, communication is vital to hybrid working but also a possibly high-risk area. When communication is poor it can lead to ineffective information flow, obstacles to efficient team working and rejection of employees who are not in office. Therefore, communication is key to get success in the hybrid working arrangements and help all team members to stay on same page and contributes to organisational success.
It is vital to for professionals to make sure that proper technology is provided to workers to support the hybrid work settings. Different technological tools like Slack, Microsoft Teams can be useful to enhance communication among the remote teams. If an organisation offers hybrid working then it is important for the people professionals to make sure that firm’s systems are available in the remote areas and security measures are in place to protect the confidential data (Williams and Shaw, 2025). It has found out from the article that employers generally liable for the health and wellbeing of the workers who work flexibly. Therefore, it would be useful for the people professionals to conduct risk assessment to reduce risks. Hybrid working needs a different set of skills to handle in-person team. Even if professionals have handled virtual team in past, companies must still consider training and development to make sure efficient people management.
People professionals must make sure that all hybrid working settings allow for impartial opportunities and opinion. Establishing trust, unbiased allocation of job duties and circular review procedure for observing hybrid work efficiency should be priorities of people professionals. While considering hybrid working approaches related to equality, diversity and inclusion (EDI), professional needs to consider several factors. It involves identification and mitigation of risks, taking actions to make sure equality of experience among workers in the office and workers at home etc. Overall, if hybrid working arrangements are properly applied, an organisation can achieve success and improve the interest of the people in their work. By offering hybrid working a company not only improves employee job satisfaction but also boost the success chances of business.
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Activity 2
Impact and influence of digital technology on communication and collaboration
Potential advantages
I have observed that digital and technological tools have lots of advantages and allow the employees to carry out their work in an effective manner. I also utilised different digital tools to communicate with others and perform work related activities in daily life. I observed that digital tools enable the employees to collaborate with other people in the real-time. A workplace that uses the digital tools and software to do work facilitates reduction in the disruptions and modernise working processes, which in turn result into increasing productivity across the organisation (Burnett and Lisk, 2021). Digital communication tools make it easier for the workers to share knowledge, ideas, opinions and knowledge, particularly among the hybrid or distributed teams. For example, managers and employees utilise the communication tools such as; email, video conferencing, messaging apps etc. to interact with other employees when they work remotely and carry out work efficiently.
Digital technologies facilitates make sure that each employee has equal access to work related information that leads to develop culture of liability and inclusion. Communication platforms such as; Microsoft Teams, Zoom, Google Meet etc. help instant text, audio and video-based communication, enabling for offering instant feedback and project related update. Employees take more interest in their work when they utilise digital technologies rather than considering the old ways. For instance, digital tools like newsletter furnish information to the employees about the upcoming events, company’s news and project updates etc. I also used different communication tools such as; email, instant messaging applications and social media platforms to interact with others.
Potential drawbacks
Digital tools and technologies highly contribute towards improving the communication of employees. However, by educational vlog, research report and own experience, it has evaluated that drawbacks are also associated with the use of digital technology. Employees are highly utilising the communication tools in their daily lives which lead to over-reliance on technologies. When employees heavily depend on digital tools it increases the miscommunication and reduces personal interaction with others. If organisation does not have strong security system then there is a high chance of data privacy and confidentiality issues (Marsh, Vallejos and Spence, 2022). Unauthorised person or hackers can easily access to the personal information and misuse it later. Furthermore, employees may face difficulties in making the strong bond with managers and co-workers which in turn influences overall performance and productivity of the employees. It is easier for the individuals to take on wrong personas when they are not interacting face-to-face, underlining the dehumanising impacts of digital tools on communication.
Emailing and instant messaging can give a person a certain amount of obscurity. Further, I have identified that technologies are utilised to enhance the communication of employees can cause social isolation. Being connected by communication technology does not offer feeling of being associated personally and the connections are less meaningful. It increases the situation of loneliness and isolation which directly affects the employee’s performance. In addition to this, the move to digital communication has substantially affected the teamwork and co-operation at the workplace. When employees are not physically present in the office, they can feel less occupied in any project that can adversely affect team solidity and whole performance.
How digital and technology enhance daily working lives
Digital and technology considerably enhances the daily working lives of the employees. By using technologies, employees can automate the repetitive work related tasks. It facilitates to reduce the human errors and save time and energy. Then the employees can use this time in other important tasks and helps the organisation to successfully accomplish the goals and objectives. Technological tools allow workers to work from their home and anywhere which enhances the flexibility. It also facilitates the workers to improve work-life balance because they have time for family and friends (Griep et al, 2021.). Collaboration platforms allow the employees to work on same project regardless of locations and complete on time. By using digital tools and software, employees can manage their time effectively by prioritising and completing essential task before deadlines.
On the other hand, by using traditional by doing all work manually and by using traditional methods, an employee cannot manage time meritoriously. Digital tools can be useful to reduce the distractions and increase interest in the work, which in result boost productivity which means workers can get more work in less time. With the help of the digital tools and software, employees can easily collect, store and evaluate the large amount of data which is quite difficult when they do it manually. It further helps them in taking the informed decisions regarding work and enhances performance. Technology allows the people to learn skills and gain new knowledge by online learning platforms. They can attend online classes when they are free and improve their learning.
Activity 3
Potential benefits of utilising digital for enhancing employee well-being
Nowadays, business organisations as well as employees are using the digital technologies to carry out the daily work related tasks and activities. By using advance technologies, it has become easy for the employees to perform better and successfully achieve the common and individual goals. There is no doubt that digital technologies significantly impact the well-being of the employees. Digital technology can enhance the communication and cooperation between employees. For example, there many communication tools like email, video conferencing, messaging applications and many more that allows the employees to easily connect with the others (Hill et al, 2024). Employees can interact with the others whenever they require and share relevant information. When an employee quickly shares valuable information with others, it reduces stressful situation and contribute to their well-being. The global pandemic has forced the organisations whether it is related to retail, finance or information technology to work remotely. After that it has become new working trends and many people embraced it due to greater level of flexibility.
Well-being of employees has become gradually significant in recent years. Organisations like Tesco highly prioritise the health and well-being of the employees. Digital technologies enable the companies to offer flexible or hybrid working to the employees and contribute to their physical, mental and social health. By doing work from home or their preferred locations, employees feel more satisfied which directly helps to reduce stress. Hybrid working eliminates the requirements to stick strict schedules in office and offers greater control over the locations as well as work schedules (Valtonen and Holopainen, 2025). Teleworking patterns or methods have become more widespread. Not only the large organisations but also small and medium enterprises are offering the flexible working to contribute to employee well-being. Although, the sudden shift to hybrid working creates problems for the organisations. This means, the companies did not get proper time to give training on how to manage hybrid working. But now organisations have become efficient to manage flexible working.
Digital technologies empower the workers and offer them control over their work and life, which in turn increase their motivation and interest in job. A highly motivated employee performs their tasks in better way and complete project. Hybrid working enhance the mental health of the employees through reducing the risk of burnout. Digital technologies also make it possible for the line managers to manage the employee who work remotely. Managers make sure that they regularly communicate with the employees and listen to their concerns. Line managers also take corrective actions to solve the problems that enhance the trust of the employees towards their managers. It increases the job satisfaction of employees which ultimately lead to employee well-being. Financial wellbeing is equally important for the employees (Ferrara et al, 2022). Hybrid working method also provides support to the well-being of employee through facilitating them to save money. For instance, working from home lets employees travel less regularly and saves on traveling costs. Hybrid working is highly beneficial for the people who are suffering from any physical illness. When employee with physical illness works from their home, they can easily recover from their illness because of flexibility in work.
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