Why Clarion Insight Chooses to Stay Hybrid

During the COVID-19 pandemic, transitioning from office to remote work posed unique challenges for those of us – like Clarion – working in secure environments. Unlike many who simply switched to virtual meetings, Clarion and its partners had to overhaul systems, programs, and processes to enable remote work, without compromising on security standards.  This led to the development of innovative virtual delivery methods and saw the establishment of hybrid working practices at Clarion that have become a core element of our work culture. Despite the current trend of companies urging a return to in-person work, we remain committed to hybrid working, and consider it a key strength and benefit for both our people’s wellbeing at work and our clients. The blog post explores why hybrid working is integral to Clarion Insight and outlines the benefits for all involved.  

Why we Chose Hybrid Working

Hybrid working is often misunderstood as a transitional phase between fully remote and in-office work. However, it is a distinct model that combines the advantages of both while minimizing the drawbacks. Here are some reasons why we think hybrid working trumps both full time work-from-home and full time in-the-office working.  

• Socialisation without the low social battery. In hybrid working, in-office days allow for socialisation, fostering team bonding and reducing isolation, (promoting better wellbeing at work) while remote days provide time alone for recharging. 

• Commuting without the burnout. Reducing the number of days employees need to travel to the office mitigates the risk of commuting-related burnout, often giving employees back hours of their time. 

• Better focus-work and teamwork balance. The flexibility of hybrid working accommodates diverse work preferences, allowing individuals to optimise their productivity based on their preferred environment, and prioritise their wellbeing at work. For many people, this means a greater ability to manage the balance between focus-work and teamwork. 

Fostering a Supportive Hybrid Culture

Whilst we love all the benefits that come from hybrid working, at the heart of all flexible working initiatives lie two driving factors:

• Implementation

• Employee satisfaction and productivity.

The successful implementation of any new work schedule is essential for realising the desired benefits, with productive employees, better wellbeing at work, and increased job satisfaction emerging as the paramount goals. (After all, if it doesn't enhance employee satisfaction and increase wellbeing at work, what's the point?)

So how did we make the change? For Clarion Insight, a key factor in ensuring this transition was a success was our deeply ingrained company culture. The values that define Clarion Insight—Trust, Tolerance, and Teamwork—naturally align with the principles of hybrid working. Trust is fundamental for remote working, tolerance involves embracing diverse needs, and maintaining teamwork throughout the shift to hybrid working is imperative.

We were also lucky that we already had a timekeeping practice in place before moving to hybrid working. This, alongside our regular team meetings, enabled frequent communication on work accomplishments, as well as providing already well-established productivity expectations on both sides. (Not to mention our amazing people and their collaboration skills.)

Our advice: keeping remote workers collaborative

Despite all the benefits to remote and flexible working (of which Clarion is a strong advocate), maintaining efficient communication and collaboration within a remote team requires a different set of tools and skills. For example, whether online or in person, it’s always essential to implement fundamental practices such as stand-up meetings and sessions where representatives from all teams can gather to share progress, challenges, and dependencies. However, this isn’t always enough to ensure smooth communication in a remote team. Here are some practical ways for teams working remotely to keep good communication and collaboration, whilst still maintaining everyone’s wellbeing at work. 

Guilds for each role type

In the past, we’ve used and adapted the concept of Communities of Practice or “guilds” based on role types, such as a guild for Software Engineers, another for UX Designers, and another for Scrum Masters. These guilds allow professionals with similar roles from different teams to come together regularly, discuss specific challenges, and share best practices – wherever their ‘home’ base or team is. This approach ensures consistent development practices across teams.

Knowledge Sharing and feedback sessions

We have also conducted knowledge-sharing sessions at programme level, where teams could demonstrate and share what they developed or deployed. This not only promoted learning but also provided an opportunity for peer review before showcasing to customers.

In-person events and connection activities

In addition to ongoing remote collaboration efforts, we have organised biannual in-person meetings that bring together everyone involved, including customers. To further strengthen bonds and promote employee wellbeing at work, we incorporate engaging activities such as games, connection activities, and have even organised a treasure hunt. These face-to-face gatherings enable team members to interact in a more relaxed setting, promoting open and easier conversations in the future.

In summary

Hybrid working, often misconceived as a transitional phase, stands as a unique and powerful approach. It offers the best of both worlds, addressing the challenges associated with full-time remote or in-office work. From socialisation without social burnout to commuting without exhaustion, better wellbeing at work and a balance between focused work and teamwork, hybrid working provides flexibility tailored to individual preferences and needs. Clarion Insight believe that a hybrid working approach not only contributes to the success of our organisation but, just as importantly, enriches the lives of our valued team members, and contributes to people’s wellbeing at work.

To find more about what it’s like to work at Clarion Insight, visit our careers page or email recruitment@clarioninsight.com for more information.