If you haven’t heard the term ‘hushed hybrid,’ it refers to a situation where a business has official rules on hybrid working, but in practice, some managers turn a blind eye to them. This often results in some employees not meeting office attendance or other requirements. Such scenarios can lead to undesirable consequences and tricky situations for businesses. So, what factors contribute to the ‘hushed hybrid’ phenomenon, and what are the potential implications?
Hushed Hybrid Causes
There are several causes of ‘hushed hybrid’ creeping into a business. Some of the more commonly encountered issues include:
- Management Uncertainty: Issues with management understanding company policy or how it applies in certain situations.
- Lack of Buy-In: Insufficient commitment to the company’s hybrid working model.
- Managerial Confidence: Managers lacking confidence when it comes to managing their team or dealing with specific HR issues that arise.
- Opportunity: It can be challenging for businesses to identify if this is occurring across different parts of the organisation without taking a global view.
Hushed Hybrid Implications
When managers inappropriately bend the rules or turn a blind eye, it can cause several problems for the business, such as:
- Inconsistent Policy Enforcement: A divergence between company policy and what happens in practice can make it difficult to enforce company rules effectively. Employees may (rightly) argue that they are not being treated fairly or consistently if different managers apply the same rules selectively or differently. In some cases, this can lead to complaints about discrimination.
- Changes to Employment Terms: If an employee does not meet office attendance requirements (without good reason) and this is allowed to persist, especially with management’s permission, it can be difficult to reverse. Depending on the individual circumstances, the employee may argue that their terms and conditions of employment have effectively changed.
- Impact on Team Morale: ‘Hushed hybrid’ practices can also lead to frustration and resentment among colleagues if some employees feel they are adhering to the rules while others are not—and are being allowed to get away with it. This can negatively impact team morale and reduce productivity.
Kingfisher’s Advice
If your business has a hybrid working policy, it is crucial that the rules are clear and well communicated. Remember that tailored action may be appropriate in certain situations, such as making reasonable adjustments for disabled employees. It’s also essential to ensure that managers have the knowledge and support they need to operate effectively and appropriately in a hybrid working environment.
Kingfisher Professional Services Ltd offers a wide range of bespoke HR training as part of our additional services. If you would like more information on our cost-effective HR training packages or wish to discuss your business’s HR training needs, please contact your Employment Law Specialist, who will be happy to help.