As the Founder of Kinflow, a DEI consultant, and a TEDx Speaker, Adriana Morvaiova's passion lies in empowering individuals and communities to transform conflict into connection.
Adriana explores hybrid working for Sync NI, including balancing mental health, fairness and the importance of flexibility:
Hybrid working has reshaped the professional landscape, offered some flexibility but continues to pose challenges for both employees and employers. While workers have found it easier to juggle personal and professional lives, hybrid work highlights several pressing issues: mental health struggles, inequities in workload, and caregiving challenges. In cities like Belfast, these complexities are compounded by a strained transport network. To create a hybrid model that is equitable and productive, businesses must consider the perspectives of both employees and employers, addressing barriers to productivity while maintaining fairness and well-being.
The Mental Health Impact of Hybrid Work
The shift to hybrid work has profoundly affected mental health, revealing both advantages and risks. Employees often appreciate the flexibility to manage their schedules, but the downsides of isolation cannot be ignored. For instance, a Vitality study found that depression rates were 12% among full-time remote workers, compared to 8% for hybrid employees and 10% for those working fully on-site. The ability to interact in person, even occasionally, appears crucial for emotional well-being.
From an employer’s perspective, these mental health challenges directly impact productivity and collaboration. Burnout and stress from blurred boundaries between work and personal life reported by 34% of UK employees working from home during the pandemic, according to the Mental Health Foundation can lead to reduced engagement and effectiveness.
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Workplaces can counteract these challenges by fostering in-person connections. Casual conversations over coffee and impromptu brainstorming sessions often spark innovation in ways that virtual interactions struggle to replicate. Research from The Times shows that creativity thrives in face-to-face settings. Encouraging periodic office attendance is not just a win for employees' mental health; it also strengthens team cohesion and problem-solving.
Prof. Cary Cooper from Manchester Business School explains: “If people feel trusted with flexible working, they feel valued and want to produce more.” This insight underlines the importance of fostering an inclusive and supportive workplace culture.
Belfast’s Commuting Crisis
For employers in Belfast, the city’s infamous commuting debacles create a significant barrier to in-office work. Ranked the second most congested city in the UK, according to INRIX, Belfast commuters lose 112 hours annually in traffic. This is more than a personal inconvenience—it impacts workplace punctuality, employee morale, and ultimately, business output.
The city’s underdeveloped public transport infrastructure compounds the issue. With only 19% of people in Northern Ireland relying on public transport compared to 37% in England (Department for Infrastructure), employers face a workforce heavily reliant on cars. This reliance contributes to delays, absenteeism, and stress, which can reduce productivity before employees even step through the door.
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To address this, businesses must design policies that support their employees while safeguarding productivity. Flexible start times and remote work allowances during peak traffic periods can ease commuting stress. Offering practical incentives, such as parking spaces or subsidised transport, demonstrates that businesses value their employees’ time and well-being. Investing in these solutions is not just an operational expense—it’s a strategy to enhance overall efficiency.
Supporting Caregivers in the Workplace
While hybrid work has helped some caregivers manage their dual responsibilities, the deeper issues remain unresolved. A Carers UK report highlights that 6.5 million people in the UK provide unpaid care, and 58% of these individuals are juggling work alongside caregiving duties. Without proper support, many caregivers risk burnout or even leaving the workforce entirely.
From an employer’s perspective, this represents a loss of skilled talent and institutional knowledge. Alarmingly, only 11% of businesses have retention policies addressing caregiving needs, according to The Open University. This gap not only affects individual caregivers but also disrupts organisational continuity.
Employers must act decisively to support this demographic. Subsidised caregiving services, on-site childcare facilities, or comprehensive emergency leave policies can alleviate caregivers’ stress. Such measures not only improve employee retention but also foster loyalty and commitment, creating a more sustainable workforce for the long term.
Fairness in Hybrid Work: Levelling the Playing Field
Hybrid work can inadvertently create disparities between remote and office-based employees. A CIPD study found that 38% of remote workers feel overlooked for promotions compared to their in-office colleagues. Conversely, those who commute to the office may perceive they bear a greater share of the workload. These perceptions, if unaddressed, can breed resentment and undermine team cohesion.
Employers play a pivotal role in addressing these fairness concerns. Clear policies on task allocation, combined with performance metrics that prioritise outcomes over visibility, can mitigate these challenges. Regular team check-ins and shared digital calendars ensure transparency and equity, promoting trust across all working arrangements.
Redefining Productivity in a Hybrid World
Hybrid work thrives when businesses balance employee needs with organisational goals.
By investing in employee well-being, fostering equity, and creating collaborative office environments, businesses can redefine productivity in a hybrid world. The future of work isn’t just about adapting to change; it’s about creating workplaces where every employee can thrive.
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