You may have lately heard the term "Hybrid DSE assessments" and wondered what it meant. Covid has made us all reconsider our lives and priorities, and for businesses, this has included reconsidering the workplace. Many organizations claimed that remote working was not an option for their employees before the pandemic. However, because they had no other choice, they discovered that it was practicable and beneficial to both employers and employees.

According to research, 40% of businesses want employees to work from home regularly once the pandemic is over. According to another poll, 78 percent of respondents prefer to work two days a week or fewer. It appears that the traditional 9-5 has experienced a significant and lasting change.


• Considerations of Hybrid DSE assessments Practically

In the short term, you may require assistance in adjusting your workplace to comply with social distancing rules, or you may be considering modifying the usage of space. Large banks of workstations may no longer be necessary with a more flexible working strategy, and more collaboration areas would be ideal. A floor plan can assist you in making the most of your current location.

Because they expect fewer people to be in the workplace, some companies are shrinking their workspaces, while others are turning to co-working locations closer to their employees' homes. These can be cost-effective alternatives that nevertheless allow for vital social connection.

Employers are responsible for protecting their employees; thus, a thorough risk assessment should be conducted to guarantee that employees can return home safely. Any return to work should be done following current government guidelines.


• Considerations for Hybrid DSE assessments in Human Resources

Businesses should attempt to create a hybrid working policy statement that clearly outlines company practices tailored to their organization. It should include information on what flexible working choices are available, who is eligible, and how they may affect duties and responsibilities.

The CIPD's research emphasizes the importance of distinguishing between "normal" and COVID-mandated homeworking. Employers should work with employees individually to understand specific arrangements based on lessons learned from the previous year's issues.

People managers' demands will change as a result of hybrid working. Thus manager training and development will be critical. Coaching on communication, Hybrid DSE assessments, and inclusiveness, and supplementary IT training could be included.


• Employee happiness is essential in the case of Hybrid DSE assessments.

Returning to work after covid will include a focus on wellbeing. There are various ways to offer support as we learn to negotiate these new challenges.

According to research, nearly half of the employees polled (44%) believe they never switch off work. It has resulted in an increase in presenteeism and behavior that is detrimental to long-term wellbeing. Regular reviews and open communication can help combat this. The Society of Occupational Medicine recommends a systematic and coordinated strategy to ensure that all employees have equal access to support.

Encourage employees to seek mental health help and inform them of how and when they can do so. It applies to employees at all levels of seniority since each will encounter its own set of obstacles.