118ͼ

Hybrid Working Framework

Supporting our colleagues with a flexible approach

The Covid-19 pandemic has had a massive impact on how we all work. Over the past two years, colleagues across the 118ͼ group have experienced working from home at some point and, as the workplace continues to evolve, we have launched a new Hybrid Working Framework.

The Framework explains how we are supporting our colleagues across the 118ͼ group with a flexible approach to hybrid working.

 Ruth Abdey, Chief People Officer explains:

“We are introducing an approach of mutual flexibility, where we consider the work that needs to be carried out, the best location and environment to do that work, our people’s personal needs, the role and the team.  The amount of time that is therefore expected to be in an office location varies across our Group.

“We believe our offices should continue to be an integral part of our work life; it’s a place where we build new and existing relationships, collaborate, spark energy and have fun together. Our new Hybrid Working Framework provides our people with the flexibility to split their time between working in the office when collaborating with others and working remotely, when it is appropriate to do so. 

“As part of the Framework, we have established key principles relating to the ‘5 C’s’ as a helpful way to think about the activity of work:

  • Connection
  • Colleagues
  • Concentration
  • Comfort
  • Customer

The ultimate focus is to optimise our outcomes and our performance, that is beneficial to all.”

Key principles of the hybrid working framework are:

Graphic showing the principles of a hybrid working framework, being: mutual flexibility, relationships built on trust, at least two one to one and two team meetings in the office per month, and accommodating customer needs.

 

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