People Analytics for Hybrid Work Success: A UK Perspective

Hybrid work has reshaped the workplace, blending the office with remote setups. In the UK, where urban centres and rural communities meet a highly varied workforce, this shift brings its own set of challenges and opportunities. While many organisations in Britain have embraced hybrid work, others are grappling with its complexities—balancing productivity, employee satisfaction, and compliance. What’s clear is that hybrid work is no longer a stopgap; it’s a permanent fixture. And making it work requires data, rather than guesswork. Enter people analytics: the data-driven way to understand your workforce and build an effective hybrid strategy.

Key takeaways

• Hybrid work in the UK demands smarter strategies to balance flexibility, fairness, and productivity.
• People analytics turns employee sentiment into actionable insights, bridging gaps between remote and in-office teams.
• Data reveals what works—tailored policies, fair resource distribution, and real-time morale checks.
• Tools like Diversio’s Inclusion Score™ uncover hidden inequities, helping teams thrive.
• Smart analytics makes hybrid work seamless, inclusive, and a win for everyone.

How hybrid work is changing the way we work in the UK

Hybrid work is transforming expectations on both sides of the desk. Employees in the UK are seeking not just flexibility but also fairness. According to a 2022 CIPD survey, 85% of employees say they want to work flexibly in some way, yet only 30% feel they’re offered true choice in how they work. This gap speaks to deeper issues of trust and equity in the workplace.

The UK also faces unique challenges compared to other regions. Unlike the US, where many companies lean heavily on technology hubs and long commutes, the UK must balance its mix of metropolitan, suburban, and rural employees. Reliable broadband access, for instance, remains inconsistent across regions. Additionally, British employers must navigate complex labour laws that prioritise workers’ rights, adding another layer to hybrid work planning.

Successful hybrid work models aren’t built on assumptions—they’re crafted through understanding. Here’s how people analytics makes a difference.

Bridging the gap between remote and in-office teams

Hybrid workplaces can feel fragmented. Remote workers may struggle with isolation, while in-office employees may feel overlooked when the focus shifts to accommodating remote setups. This divide is not inevitable—it’s the result of limited visibility into how employees experience their work environments.

People analytics provides a solution. Real-time data and insights on sentiment and engagement helps leaders uncover the nuances of their workforce’s experiences. For example, pulse surveys can track how connected employees feel to their teams, surfacing trends that might otherwise go unnoticed. These insights serve the creation of policies and initiatives that support every team member, no matter where they work.

What people analytics can do for hybrid workplaces

Spotting trends that affect your team’s morale

Frequent, targeted surveys help track how employees feel about their workload, inclusion, and support systems in real-time. If engagement dips after a policy change or a major project, analytics can pinpoint the cause before issues snowball into dissatisfaction or attrition.

Here are some KPIs that can be monitored to spot relevant trends to team morale:

• Employee engagement scores: Measure overall satisfaction with work conditions and relationships.
• Workload balance scores: Assess how fairly employees perceive their workloads.
• Inclusion metrics: Use data like Diversio’s Inclusion Score™ to evaluate feelings of belonging and equity within teams.
• Attrition risk indices: Predict which employees might be at risk of leaving based on engagement levels and survey feedback.
• Sentiment trends over time: Compare changes in morale before and after policy shifts or major projects to identify what works and what doesn’t.

Creating hybrid policies that actually work

Good hybrid policies don’t rely on guesswork. People analytics uncovers the truth about what’s effective, whether it’s flexible schedules, adjusted workloads, or new collaboration tools. Data takes the trial-and-error out of policy-making, helping leaders focus on what truly improves productivity and wellbeing.

Consider monitoring:

• Employee productivity rates: Compare outcomes across remote and in-office setups to gauge effectiveness.
• Meeting effectiveness scores: Evaluate whether hybrid meeting practices foster collaboration and alignment.
• Flexibility utilisation rates: Measure how many employees take advantage of flexible working options like remote days or adjusted hours.
• Policy adoption rates: Track how consistently teams implement hybrid-specific policies or tools, such as project management software.
• Feedback cycle outcomes: Review whether employees feel heard and if their suggestions are integrated into workplace adjustments.

Tailoring solutions for different teams and roles

Not all teams experience hybrid work the same way. A sales team might thrive on video calls and flexibility, while an operations team might need structured, on-site collaboration. Analytics allows organisations to segment insights by team, role, or even location, enabling more targeted and effective solutions.

Metrics relevant to tailoring these solutions include:

• Role-specific performance metrics: Assess how hybrid work impacts productivity for different roles (e.g., individual versus collaborative tasks).
• Team engagement scores: Segment sentiment analysis by department or function to uncover unique needs.
• Communication efficiency ratings: Track response times or feedback cycles across different work setups to identify potential bottlenecks.
• Resource allocation fairness scores: Ensure distributed and on-site teams have equal access to the tools and support they need.
• Employee preference surveys: Gather data on how different teams prefer to work and interact, providing a foundation for role-specific adjustmen

Making hybrid workplaces fairer and more inclusive

Fairness and inclusion are the bedrock of successful hybrid models. Without careful planning, hybrid setups can inadvertently create inequities. Employees working remotely might face fewer opportunities for promotions compared to their in-office peers.

Tools like Diversio’s Inclusion Score™ are capable of revealing patterns in inclusion and equity, and broader people analytics helps uncover biases and systemic issues that might go unnoticed. Solid insights that can be tied to business outcomes will empower organisations to act—whether it’s redesigning feedback processes, rethinking promotions, or fostering cross-cultural understanding. Inclusive hybrid workplaces don’t just perform better; they become places where everyone can succeed.

How Diversio helps UK organisations thrive with hybrid work

• Clear insights from complex data: Interactive dashboards and visual tools translate raw data into actionable insights in order to help organisations understand how employees are really experiencing hybrid work.
• Staying compliant and building trust: In the UK, data privacy laws like GDPR require organisations to handle employee data responsibly. Diversio ensures that all analytics are fully compliant, helping businesses build trust with their teams while safeguarding sensitive information.
• Turning insights into action: Diversio’s AI-powered Recommendation Engine™ offers tailored strategies to improve your workplace culture and fine-tune engagement policies. These actionable steps make the difference between knowing and doing.

See more: An Overview of Diversio for Organizations in the UK and EU

Ready to transform your hybrid strategy?

The future of work is hybrid, and success depends on understanding your people. Diversio’s platform provides the tools to create a workplace where every employee, remote or in-office, feels valued and included. Book a demo and explore how Diversio can help you reimagine hybrid work.