Guide to trialling a hybrid working model

£ 20

Our Guide to Trialling a Hybrid Working Model offers comprehensive insights and step-by-step instructions for organisations to effectively implement and evaluate a hybrid work arrangement.

What is this guide for?

The Guide to Trialling a Hybrid Working Model provides a comprehensive framework for organisations seeking to experiment with hybrid work arrangements.

It offers step-by-step instructions for planning, implementing, and evaluating a trial period, helping businesses assess the viability and benefits of this evolving work model while ensuring a smooth transition for employees.


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Time to read / prep / use
5 mins
Document specs icon
Word count / length
466 words, 2 pages A4
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Date last reviewed
1 June 2024
guide to trialling a hybrid working model

Guide to trialling a hybrid working model


In the era of evolving work environments, employers are increasingly considering the adoption of hybrid working models. However, it's prudent to embark on a trial period before committing to such a change. This guide explores the steps HR professionals can take to ensure a successful and effective hybrid working trial period.

Step 1: Assess the Suitability of Hybrid Working

Before launching into a trial period, it's crucial to evaluate whether the hybrid working model aligns with the organization's goals and culture.

HR should:

  • Examine the practicality and cultural compatibility of hybrid working.
  • Seek buy-in from senior management.
  • Identify roles suitable for hybrid work.
  • Gather employee feedback on their appetite for hybrid working.

Step 2: Announce the Hybrid Working Trial Period

Once the decision is made to proceed, communicate it effectively.

The announcement should include:

  • The rationale for conducting a trial period.
  • Details of the hybrid working arrangements during the trial.
  • Clear guidelines on workplace attendance and remote work.
  • The trial period's duration, including start and end dates.
  • The review process for the hybrid working arrangements.
  • Methods for employees to provide feedback and address issues.
  • Preliminary ground rules, possibly in the form of a draft policy subject to change.

Step 3: Listen to Employee Feedback

During the trial period, it's vital to gather feedback from all staff, not just those directly impacted.

Methods include:

  • Employee surveys to assess the effectiveness of hybrid working.
  • Encouraging ongoing feedback channels, such as direct communication with line managers or HR.
  • Involving line managers to understand the challenges and benefits of managing a hybrid workforce.

Step 4: Adapt as Necessary

Flexibility is key during the trial period. Be prepared to make changes based on feedback and evolving circumstances, such as:

  • Adjusting the balance between workplace and remote work.
  • Reassessing roles for suitability.
  • Adapting COVID-19 safety measures for onsite employees.
  • Enhancing remote working technology and equipment.
  • Modifying hotdesking arrangements.

Regularly update and communicate changes through policy revisions.

Step 5: Decide and Communicate the Trial Outcome

At the end of the trial, communicate the outcome clearly:

  • If the trial was successful, confirm the permanent adoption of the hybrid working model.
  • Share findings from the trial and outline next steps, including timelines and contract changes.
  • Finalize the hybrid working policy and distribute it to employees.

Step 6: Formalise New Hybrid Working Arrangements

For a permanent transition, formalize the arrangements:

  • Consider amending employment contracts to reflect the new working model.
  • Alternatively, introduce hybrid working as a discretionary option, maintaining flexibility while ensuring alignment with actual practices.
  • Conduct individual discussions with employees to address any unique concerns.

By following these steps, HR professionals can effectively navigate the hybrid working trial period and ensure a smooth transition toward a more flexible and responsive work environment.

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Is easy to edit and execute, with comprehensive implementation guidance.
Is designed by accredited, experienced HR practitioners.
Maintains your compliance with ACAS guidelines, legislation, and industry best practices.
Includes 12 months access to your purchase, with email alerts if updated or expanded.

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