7CO04 Business Research in People Practice equips learners with the knowledge and skills needed to define, plan, design, and carry out a business research project in people practice in a structured and systematic way. It focuses on developing the ability to produce an evidence-based, integrated report that includes well-informed recommendations and critical self-reflection.
Table of Contents
Executive Summary
This business research report investigates the impact of hybrid working arrangements on employee engagement within Summit Edge Group. As hybrid working becomes embedded as a permanent feature of the post-pandemic workplace, with CIPD (2025) data confirming that 74 per cent of UK organisations have some form of hybrid provision, understanding its effect on engagement is a strategic priority. The research employs a mixed-methods approach combining an employee survey (n=120) with semi-structured interviews (n=12) to explore how hybrid working influences the key dimensions of engagement: vigour, dedication, and absorption. Findings indicate that hybrid working has a predominantly positive impact on employee engagement, particularly through enhanced autonomy and work-life balance, but that significant challenges exist around organisational culture connection, manager capability, and equitable access. The report concludes with evidence-based recommendations for optimising hybrid working practices to sustain and enhance employee engagement.
Learning Outcome 1: Be able to plan a people practice business research project aimed at adding organisational value.
AC 1.1 Justify terms of reference for the business project.
The terms of reference for this research project were developed in consultation with the Head of People and the senior leadership team at Summit Edge Group, a mid-sized professional services firm employing approximately 450 people across three UK locations.
Research aim: To investigate the impact of hybrid working arrangements on employee engagement at Summit Edge Group and to develop evidence-based recommendations for optimising hybrid working practices to sustain and enhance engagement.
Research questions: (1) How do current hybrid working arrangements affect different dimensions of employee engagement? (2) What factors within hybrid working arrangements most strongly influence employee engagement, both positively and negatively? (3) What practical interventions could the organisation implement to optimise the engagement outcomes of hybrid working?
The strategic relevance of this research is significant. The CIPD’s (2025) Flexible and Hybrid Working Practices report found that approximately 1.1 million UK employees left a job in the past year due to a lack of flexible working, demonstrating the retention implications of hybrid working provision. Furthermore, CIPD and Omni RMS (2024) data indicates that over two-fifths of organisations report increased productivity, engagement, and retention as a consequence of hybrid/remote working. However, some employers also report negative impacts on connection to organisational purpose and culture. This tension between the benefits and challenges of hybrid working creates a clear business need for evidence-based research to inform organisational strategy (Anderson, 2022).
