Benefits of Hybrid work
Jerrish John
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Let's open a discussion about hybrid work, talk about it. People want it, companies don't mostly
THE BENEFITS OF HYBRID WORK (AND THEDISADVANTAGES)
? Improved job satisfaction
88% of employees?believe that?hybrid working?has increased their job
satisfaction.?By allowing employees to decide how, where and when they work,
workers feel trusted to get tasks done without close supervision — enhancing
morale and job satisfaction.?Employees can work when and how they’re most
productive. A hybrid work model is helpful because it empowers employees to
work where and when they’re most productive, leading to better efficiency and
higher-quality work. some people work best early in the morning while others do
better in the evening. They can also choose to work with teammates onsite or do
heads-down work from a remote location
? Better work-life balance
Juggling work and personal life is complicated. Amongst challenging commutes
and repetitive work structures, it’s hard for workers to find time to recharge their
batteries and pursue personal interests.?
Flexibility is what powers hybrid work, and finding balance is easier in a flexible
work arrangement. When employees have more control of their work schedules,
they can free up time to take care of the things that crop up in their personal lives.
? Hire talent across the globe
Looking to broaden your talent pool? With a distributed workforce, your company
can hire talent from all around the globe. Having access to a wider talent pool
means you can hire people with specialized skills. This can give your organization
a competitive edge, help you move into new markets, and ensure around-the-clock
productivity.
? . Disadvantage
? Harder to collaborate with remote employees
Hybrid work will see people come into the workplace at different times of the
week. It means that people will sometimes miss each other and the chance to
collaborate. Maintaining collaboration and teamwork between onsite and offsite
workers is only possible with face-to-face interaction. When off-the-cuff meetings
in the office kitchen and spontaneous check-ins at a coworker’s desk are no longer
possible, employers must find ways for remote workers to communicate easily
with office-based employees and vice versa.?
? Requires oversight and maintenance to keep it working
Hybrid work needs a lot of care and attention to get right. If you want to allow
freedom and flexibility for your employees at work, it often means balancing that
with appropriate oversight and policies. For example, leaders might opt for a
“structured hybrid” approach, with teams onsite on a certain day of the week to
boost morale and collaboration. This might conflict with flexibility and autonomy,
but it’s necessary to get folks together so they can enjoy other freedoms like
working from home for the remainder of their week. Being adaptable is also key to
maintaining hybrid work.
? Not suitable for all industries
Hybrid work models might not work for every industry. Some organizations have
chosen to be fully remote, while others must be onsite in order to function, like
healthcare, education, or manufacturing. Because of this, employees may choose
different industries based on the levels of flexibility on offer.
According to a 23 Gallup survey that showed just over a half of remote-capable
job workers prefer some manner of hybrid work. While having people back onsite
benefits employers as well. Another survey revealed that generally, working two to
three days in the office during a typical week results in the most noticeable and
highest employee engagement and burnout reduction' and reduction in intentions to
quit the organization, respectively.
The result? According to CNBC, 90% of companies have said they intend to go
back to an office by the end of 20204.
The five different types of hybrid work models are as follows:
1. Mandatory office with a few flexes’ days
2. Office-first with optional remote work
3. Hybrid (or 50/50 split)
4. Remote-first with optional office visits
5. Only from home with few onsite days
“Forty-two percent of current remote workers say if their current company does
not continue to offer remote work options long term, they will look for a job at a
company that does.”
HYBRID WORK?BEST PRACTICES AND HOW TO ADOPT
A?HYBRID WORK MODEL?
Hybrid work policies are?essential for businesses with remote or hybrid workers.
The?hybrid working policy?is an agreement between the company and employees
that clearly defines the eligibility, expectations, and requirements for working from
home. It must leave no room for confusion among workers.
Is a?hybrid model?good for working??
Hybrid work?combines in-office and at-home work, offering both benefits.
The?hybrid work?system is an attractive choice for employers as it provides
employees with the flexibility they desire while ensuring close supervision when
necessary.?
Whether a?hybrid work model?is suitable depends entirely on the strategy.?
? Communicate with your employees.?Communication is key! When you
roll out a new onsite work policy, your decisions will affect everyone in
your workforce. It’s important to keep them in the loop and ask for their
input when rolling out hybrid work or making changes to your hybrid policy.
? Create the right work environment.?No more rigid or boring offices.
Hybrid work means the office must be a place where employees want to
work, so creating a dynamic workplace is important.
? Survey your team for feedback
It’s no use building a?hybrid work model?without input from your
employees. After all, they’re the ones at the heart of it all.?
Use the survey to determine the best working set-up for each person and how they
picture a?hybrid working model?functioning. You can create a plan and policy for
everyone by asking different departments and seniority levels.
Be sure to ask questions about the working setup each group would thrive in most,
as well as how they use the office currently. By asking a range of people, you can
create a work model that gets folks ready to embrace change and keeps them
motivated to do their best work. Here are some questions to include in your survey.
o Would you choose to work onsite primarily to focus on your own or
collaborate with your team?
o How many days per week do you anticipate wanting to work onsite?
o If you had access to an office space closer to home, would you prefer to use
that instead of commuting to the office?
? Build the infrastructure that's best for your organization
领英推荐
hybrid work will bridge the remote and onsite environments so employees can
work together with ease.?Investing in technology in the workplace, such as remote
communication tools and video conferencing equipment, will help enable this.
Decide whether you need new tools or if you can leverage existing ones in new
ways. Establish company-wide communication best practices and encourage team
leads to set clear expectations with their employees. For example, you may adopt
an asynchronous style of communication to accommodate employees working in
different time zones.
Invest in company culture
Company culture is the heart of your organization. It can be a massive
competitive advantage—and a major contributor to the success of your
hybrid work model. Be intentional about defining your company culture to
support a hybrid or distributed workforce. It’s also important to create
experiences for the hybrid workplace around your company’s core values.
For example, if your organization values teamwork, you might arrange an
in-person or virtual team-building activity.?
? Gather continuous feedback
As you continue to build a hybrid workplace that’s ideal for your company,
remember to gather employee feedback. Be sure to provide more than one
way for employees to share their thoughts. ?Collecting this feedback will
help you iterate as you go and build a hybrid workplace that works for
everyone.?
? Legal implications of?hybrid working?
Managing employee?hybrid work?requests is challenging. Some will want an
entirely remote schedule, while others need a few days to connect face-to-face with
their team. But the employer always has the final say, and they have every legal
right to deny requests.?
However, to avoid discrimination claims, having a water-tight policy that outlines
the criteria for allowing?hybrid work?is of great importance.
WHY IT IS IMPORTANT?
Hybrid work is not only the future of work for many modern organizations
and their employees, it is the present. Remote and office hybrid work
combine to create a truly revolutionary approach to how work gets done.
While the COVID-19 pandemic has accelerated the necessity of this new
working paradigm, it is imperative for attracting and retaining top talent, and
for organizational resiliency in a constantly changing business climate.
Importance of hybrid work can be analyzed from multiple perspectives:
employee, productivity, organizational, talent attraction, environmental, etc.
? Enhancing Employee Satisfaction and Work-Life Balance
One of the most significant benefits of the hybrid work model is its positive impact
on employee satisfaction and work-life balance. By offering flexibility in terms of
where and when employees work, companies can cater to diverse personal and
professional needs. This flexibility allows employees to better manage their
personal responsibilities, such as childcare or eldercare, which can lead to
increased job satisfaction and reduced stress levels. Employees who feel supported
in balancing their work and personal lives are more likely to be engaged,
motivated, and loyal to their employers. This, in turn, can result in lower turnover
rates and higher levels of employee retention.
A survey conducted by Owl Labs found that 83% of respondents reported higher
job satisfaction when given the option to work remotely some of the time. This
satisfaction translates to better employee retention. Companies offering hybrid
work options are more likely to retain top talent, as employees increasingly
prioritize work-life balance in their career choices
? Increased Flexibility and Productivity
One of the primary advantages of the hybrid model is the increased flexibility it
provides. Employees can choose where and when they work, allowing them to
balance professional responsibilities with personal commitments more effectively.
This flexibility often leads to higher productivity. According to a study by Prodo
score Research, remote employees' productivity increased by 47% in 2020
compared to the previous year. By allowing employees to work in environments
where they feel most comfortable and focused, companies can harness this boost in
productivity while still maintaining a physical presence when necessary for
collaboration and teamwork.
? Cost Efficiency for Companies
From a financial perspective, the hybrid model can lead to significant cost savings
for companies. Reduced need for large office spaces means lower real estate and
maintenance costs. Businesses can downsize their office spaces, implement hot-
desking, or use coworking spaces to cut expenses. Global Workplace Analytics
estimates that employers can save up to $11,000 per year for each employee who
works remotely half-time. These savings can be reinvested into other areas of the
business, such as technology upgrades or employee development programs, further
enhancing productivity and growth.
? Talent Acquisition and Diversity
The hybrid model also broadens the talent pool. Companies are no longer limited
to hiring employees who live within commuting distance of their offices. This
geographical flexibility allows businesses to tap into a more diverse and inclusive
talent pool, attracting candidates from different regions, backgrounds, and
experiences. This diversity can lead to a more innovative and creative workforce,
as different perspectives foster new ideas and solutions. According to a report by
McKinsey & Company, diverse teams are 33% more likely to generate better-than-
average profits. Thus, embracing a hybrid work model can contribute to improved
business performance and competitiveness.
Despite its many benefits, the hybrid work model does present challenges that need
addressing. Communication and collaboration can be hindered when team
members are not physically present. However, the adoption of advanced
communication tools and collaboration platforms, such as Slack, Zoom, and
Microsoft Teams, can bridge this gap. Companies must invest in these technologies
and ensure their employees are trained to use them effectively.
Additionally, maintaining a cohesive company culture can be challenging in a
hybrid environment. Regular team-building activities, both virtual and in-person,
can help maintain a sense of community and belonging. Managers should also be
trained in managing hybrid teams, focusing on building trust, setting clear
expectations, and ensuring all team members feel included and valued regardless
of their location.
If you face a similar challenge within your organization then let's talk solutions
Jerrish John +971504366786
happy to connect !
Thanks for reading