Agile and hybrid working

Agile working has become common in some areas of health and social care, with organisations introducing a ‘hybrid system – an arrangement that combines remote and on-site working. Hybrid work models can enhance employee wellbeing, improve work-life balance, boost job performance, and contribute to better retention, but they also present challenges (Felstead, 2022; Chan & Kinman, 2024). 

A considerate and inclusive approach will help health and social care organisations navigate the complexities of hybrid working, fostering a supportive, responsive, and flexible work environment. This approach will ensure that the wellbeing and requirements of the individuals and families social workers serve remain at the forefront.

The key to successful hybrid working is:

•  A culture that promotes flexibility, trust and empowerment

• New policies and systems that are inclusive and free from bias

• Clear guidelines and expectations

• A robust technological infrastructure

• Effective communication, collaboration, and team connection

• Provision of necessary tools and support for remote work

• Leaders who effectively role model this way of working

• Transparent focus on outcomes rather than hours worked

• Regular evaluation and adaptation of policies

Leaders must recognise that a ‘one-size-fits-all’ approach to hybrid working is unlikely to succeed. When planning hybrid working arrangements, is essential to actively involve practitioners from different backgrounds and circumstances. Acknowledging employees’ diverse commitments and preferences, and wherever possible trying to accommodate them, is essential for the effectiveness of hybrid working.  Allowing employees some autonomy over their working patterns is therefore crucial for success.

Employers have a legal duty of care to support the health and wellbeing of remote as well as on-site workers. Evaluating the risks of home-based working is essential to safeguard the health, safety, and wellbeing of practitioners. Research in Practice offers guidance to help leaders support remote and hybrid working (Kinman, 2021).  

This includes information on conducting comprehensive risk assessments for remote working that considers considering psychosocial risks, as well as physical and ergonomic factors. The guide also provides insights into supporting digital wellbeing, managing online meetings, and handling email effectively.

Additionally, specialised guidance is available for social workers who may be susceptible to vicarious trauma while working at home (Tehrani et al. 2021).  BITC also provide a toolkit to support inclusive remote working, emphasising the need to conduct equality impact assessments (see here).

Research conducted during the pandemic has highlighted the multi-faceted impact of digital working on service users. Digital working can enhance accessibility to services, offer more flexibility and convenience, and broaden the scope of available resources, information, and support. Nonetheless, there can be technological barriers, reduced opportunities for personal connections, and privacy and security concerns.

Some vulnerable or marginalised groups may be further marginalised if they face challenges in accessing or navigating digital platforms.  When implementing hybrid and digital working practices, it is crucial for leaders of social work organisations to carefully consider the needs, preferences, and circumstances of service users. The aim should be to maximise the positive impacts of this mode of engagement, while mitigating the potential drawbacks. Steps should also be taken to ensure internal communication processes and multi-agency collaboration are not compromised.

A Research in Practice guide acknowledges the challenges stemming from shifting work practices during and after the COVID pandemic, and their implications for child and family social work. The guide offers valuable insights, recommendations, and highlights effective practices to help leaders navigate the evolving landscape of social work. It specifically addresses the implications of remote and on-line working on service delivery (see here).