Date published: 16 March 2022
Our hybrid working model focuses on delivering excellent services to generate high customer satisfaction, rather than colleague attendances.
This flexible way of working has evolved following our successful shift from office to home working – which happened within 24 hours of the first lockdown in 2020.
It supports people’s wellbeing. For example, over winter, we encouraged everyone to take extended lunchbreaks to ensure they could get some exercise during daylight hours.
We have also introduced a scheme offering interest-free loans to help colleagues create or improve a dedicated workspace within their home.
As social distancing restrictions eased, we are ensured the model enabled opportunities for remore colleagues to get together in person. So, later this year, they will be able to book space at our hubs (in Bournemouth, Reading and Coventry) for meetings and collaborative sessions.
In addition, we are providing colleagues with a budget to cover the cost of one-to-one meetings and catch-ups with team members in local cafes or other community venues.
Anne’s story
Our flexible approach benefits both our colleagues and our business, allowing us to recruit the best talent regardless of where people live.
Anne Balls, who lives in Norwich, joined our team in the midst of the pandemic in September 2020 to lead our communications around ‘Stonewater 25’ - a change programme that includes implementing more digital ways of working.
Here, she explains how our hybrid working model has supported her.
“Without Stonewater’s new hybrid approach, I wouldn’t be able to work here, and the team wouldn’t benefit from my years of experience and expertise. If I couldn’t work from home in Norwich, I would never have considered applying for a role where my office would have been in Reading – a six-hour round trip by rail.
“This organisation and its flexible approach which is based on trust, has meant it is far easier for me to balance my family and work life. I am able to walk the dog myself - rather than employing someone – and I can support my 85-year-old father-in-law ny dropping off food.
“Recently, I helped him take a lateral flow test and register it with the NHS, so he could visit his sister-in-law in a nursing home for the first time in over a year.
“When asked, 89% of Stonewater colleagues were in favour of hybrid working. As a result work-life balance has definitely improved for most of them – although maybe not for those who had to home-school!
“Flexible working means we can manage our own time effectively. The virtual environment offers increased access to colleagues at all levels of the organisation through different channels – it’s a great leveller. There is also greater visibility of senior leaders through collaborative communications events, including our virtual Company Day and monthly Team Talks.
“This way of working, along with Stonewater’s commitment to equality, diversity and inclusion, means the organisation can better accommodate specific individual needs. This makes for a more diverse team, which benefits the whole business.
“Our investment in IT, security and connectivity has meant colleagues can work from anywhere to keep the business running effectively. This includes income officers, who can now take payments securely from home. Being digitally enabled also meant the Board could function during lockdowns and we were able to house 1,700 families while working remotely.
“There is an environmental saving too, in terms of office space and commuting. Our carbon footprint decreased by 90% due to people travelling less, and our office use was down by 50%. We’ve maintained strong customer satisfaction and our cost savings will help us invest to build more much-needed homes.
“The benefits are huge, but I have to say that online recruitment added an extra dimension compared to previous recruitment processes I’ve been through. As well as preparing what to say and ask in interview, there was the concern about what to do if my wi-fi let me down, who to look at when answering questions and the inability to pick up on non-verbal cues and respond appropriately.
“This way of working is ideal for me, and it certainly gets results in terms of service delivery in the business, but I look forward to getting to know people better and collaborating with my team in person when it’s safe to do so.”
Are you looking for a role that enables you to predominantly work from home, whilst providing collaborative ways of working? Then check out our latest vacancies on our careers page.