At our latest Transformation Talks virtual event, we were joined by David Storrie (pictured), Scotland Consultancy Lead at EY to discuss ‘Work Reimagined’, how EY is using a Modern Employer framework ‘Bricks, Bytes and Behaviours’ to understand employee sentiment around flexible working, feasibility and leveraging technology to empower the workforce.
David began by illustrating the appetite for home working since the pandemic revealing that EY’s research suggests that the post pandemic remote work shift expected to approximate two days per week for roughly 50% of workers in jobs that can be, at least partially, undertaken remotely with some geographic, sector and seniority bias.
Their research also revealed that 63% of employees who did not work remotely before Covid-19 want to work from home at least one day per week.
David cautioned that it was important not to take a ‘one size fits all’ approach to flexible working, outlining the various forms of flexibility that should be taken into account e.g. location and/or time. He also outlined that there are likely to be up to five hybrid working models and three employee personas that relate to the requirement and desire for hybrid working that may need to be explored in a ‘messy’ fashion in order for organisations to establish what will work for their businesses and their workforce.
Becoming a Hybrid Modern Employer
David outlined the three key areas employers must consider should they aim to become a hybrid modern employer.
- Bricks – Network of Spaces: a flexible physical workplace. How do you improve the workplace experience, reduce costs and significantly drive sustainability?
- Bytes – Seamless Integrations. How do you maximize your digital investments to build new integrated hybrid digital workplaces that drive productivity and engagement?
- Behaviours – A New Identity. How do we identify, monitor and harness behaviours needed to deliver in a hybrid way of working?
Hybrid Work – the Approach
Core elements include:
- Purpose built Leadership strategy and alignment process on future ways of working with supporting archetypes, key benefits, risks and barriers, and design choices for to future ways of working
- Data led and hypothesis driven research model including EY’s Remote Viability Assessment and linked employee preference surveys
- Team based ways of working method to ensure productive co-location i.e. we aim to balance organisational productivity with employee preferences using both quantitative data and qualitative insights to inform decision making
- A Top-Down / Bottom-Up planning method underpinned by behavioural theory to identify, select and iterate new ways of working – balances required levels of team and individual choice to aid adoption, with enterprise level orchestration to enable structure and planning certainty
- Workplace experiments to support culture, inclusion, belonging and wellness
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