Measuring the hybrid working experience using the E-Work Life Scale
E work-life
Blog
August 2024
Coventry
In recent years, following the Covid-19 pandemic, the conversation around hybrid working has intensified, with organisations globally grappling with the transition and its implications on productivity and employee well-being.
As part of my MSc in Strategic Human Resource Management, I delved into this pertinent topic for my dissertation, focusing on measuring the effectiveness of hybrid working practices.
“Central to my research was the utilisation of the E-Work Life Scale, a tool that proved invaluable in assessing various dimensions of the hybrid working experience.”
Why Hybrid Working?
Hybrid working, a blend of remote and on-site work, has emerged as a popular model post-pandemic. However, opinions vary on its effectiveness. My dissertation aimed to cut through this noise by establishing a positive link between hybrid working practices and enhanced employee engagement and performance.
Through a comprehensive literature review, I sought to understand the best practices from diverse organisations and assess the hybrid working experience within my chosen organisation to provide informed recommendations for improvement.
The Need for a Robust Measurement Tool
Early in my research, it became clear that accurately measuring the hybrid working experience was crucial. Without a reliable tool, any recommendations would lack a solid foundation. Fortunately, I was introduced to the E-Work Life Scale, an instrument specifically designed to evaluate key aspects of hybrid working. The scale measures:
Organisational Trust
Flexibility
Work-Life Interference
Productivity
These dimensions aligned perfectly with my research objectives, allowing for a nuanced analysis of the hybrid working experience.
Implementing the E-Work Life Scale
To gather relevant data, I integrated the E-Work Life Scale into a survey tool, which was then distributed to two distinct customer groups within my organisation. The responses provided rich insights into various facets of hybrid working, highlighting areas of strength and pinpointing opportunities for improvement.
Key Findings and Recommendations
The survey results underscored the importance of several factors in creating a successful hybrid working environment. Based on the data, I identified critical areas for enhancement:
Hybrid Working Policy Review: The feedback indicated a need for clearer guidelines and more structured policies to support hybrid working arrangements effectively.
Line Manager Training: The data suggested that managers play a pivotal role in facilitating a positive hybrid working experience. Therefore, targeted training and guidance for line managers were recommended to better support their teams.
Organisational Trust and Communication: Building and maintaining trust through transparent communication emerged as a significant factor. Recommendations included regular check-ins and updates to keep employees informed and engaged.
Flexibility and Work-Life Balance: Ensuring that hybrid working arrangements offer genuine flexibility while minimising work-life interference was crucial. Suggestions included flexible scheduling options and resources to help employees manage their time effectively.
Productivity Tools and Support: Providing the right tools and support systems to enhance productivity in a hybrid setup was also a key focus. This included investing in technology and resources that enable seamless collaboration and efficient work processes.
Conclusion
The E-Work Life Scale proved to be an indispensable tool in my research, providing a structured approach to evaluating the hybrid working experience.
By using this scale, I was able to draw specific themes from the data and make informed recommendations tailored to my organisation’s needs. The findings not only highlighted the benefits of hybrid working but also offered actionable insights for improving engagement and performance. As hybrid working continues to evolve, tools like the E-Work Life Scale will be essential in helping organisations navigate this new landscape effectively.
