Independent review of Scottish Government's use of mobile messaging apps and non-corporate technology

10. Hybrid working and culture

10.1 The pandemic had a profound impact on all areas of our lives and one legacy has been the change in the way many people work.

10.2 During the pandemic, the workforce was required to move swiftly to home-based and/or hybrid working. The resulting working practices should have conformed to the agreed business continuity procedures, but it seems clear that, across the country, individuals and businesses were blind-sided by the speed and scale of events. The risks are undoubtedly magnified at such times highlighting the critical importance of agreed, communicated, and workable practices to be in place as part of routine governance practices.

10.3 Civil servants working for the Scottish Government are offered the opportunity of 'hybrid working.' The way in which we all collaborate with each other inevitably has an impact on culture, learning, sharing, and collaborating. Remote working engenders a different dynamic for all those involved.

10.4 Employees and employers can benefit from more flexible arrangements but there also needs to be careful consideration of how workplace culture, learning, sharing and collaboration may be affected by a changing working environment. Whether or not intended, having employees working remotely will alter organisational culture.

10.5 It is not to say that this is either a positive or negative thing, but only to point out that in any discussions about the role of culture, it is important to be alive to the changing environments. There should be a clarity of vision about what good culture looks like and steps taken to nurture and support individuals within it. The sense of team and belonging is an important aspect of any organisational culture. Organisational culture matters because it is a powerful influence on behaviour and conduct.