The Future of Work is Hybrid - Is it the new normal?

Hybrid work is a relatively new but it is also a sort of evolution of already known concept which is - Remote Work.We can observe the rapid rise of remote work as well as the numerous real-time, cloud-based collaboration tools that enable it, the term now most often refers to a working arrangement that involves splitting work time between:

• A traditional in-office workplace
• A employee's home or other chosen workspace

Although not every organization is able or willing to adopt a hybrid work model, many companies have at least considered it as a way of preserving their pre-pandemic office work cultures and office space investments while meeting employee expectations for greater flexibility. In other words, hybrid work can help strike a balance between employee and employer preferences.

A?recent?CBRE Study: The Future of the Office – 2020 Global Occupier Sentiment Survey?looked at how COVID-19 changed the location, design and use of office space, highlighting evolving workplace trends and how the sentiment towards the office environment is changing over time.?

Flexibility is a key reason employees are attracted to the hybrid work model. 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—whether it’s running an errand, picking up kids from school, or being home for a delivery. Nevertheless physical office will remain important. Even though we expect additional work location flexibility, the physical office will continue to play a vital role in the day to day operations and interactions for a company, primarily for social engagement, coaching/mentoring, collaboration and innovation design sessions.?Approximately 40% of the respondents to CBRE’s study?support the assertion of the role that the physical office will play in the future.

Let's take a look at pros and cons of hybrid work.

Pros of hybrid work:

• Flexibility and productivity:?In a hybrid work model, employees can choose the location that best fits their preferences and workstyle, which in turn allows them to do their best work. Companies can also recruit more broadly, instead of being restricted to only-local or only-remote candidates.
• Employee?wellbeing: Employees don’t have to be forced into an all-remote or fully in-person environment. The level of autonomy that comes with flexible work is often good for employee engagement and happiness.
• In-person connections: Hybrid work offers the option for in-person interaction and meetings, which some employees may prefer, and which can provide a useful alternative to the fatigue induced by constant video conferencing.

Cons of hybrid work:

• Security complexity:?Hybrid work creates all the same security-related challenges as remote work (no network perimeter, access from numerous mobile devices) on top of the challenges of securing a traditional centralized workplace.
• Challenges with burnout and frustration: Employees may struggle to find a workstyle that’s optimal for them. The mixing of in-office and remote work may blur the boundaries of the workday and create work/life balance issues, for instance. Difficulties with consistently accessing cloud apps can also be exhausting.
• Problems with morale: Employers and employees may have differing perceptions of what constitutes the “right” way to maintain work schedules, even though the arrangement is nominally flexible. This disagreement can diminish morale.

Remote work versus in the office - the core of hybrid approach.

In office work promotes structure and transparency, which may increase trust between management and employees. Developing an organizational culture happens naturally. Casual office conversations – a worker walking down the hall for a quick and unscheduled chat with a colleague, for instance – can lead to knowledge-sharing and collaborative problem-solving. That’s difficult to replicate in a virtual environment, which often relies on advance scheduling for online meetings – although that’s still feasible with enough planning and communication. Missing out on in office events. I mean let's be honest, who will find the time and energy to arrange Hawaii theme breakfast at home?

On the other hand if we look at different metrics, in office work loses out to working from home. Remote workers report more productivity and enjoy working from home because of the flexibility, the ability to wear casual clothes, and the shortened or nonexistent commute time. Remote work also saves money. There is a significant cost savings for office space, one of the largest?budget line items for organisations.

Hybrid arrangements attempt to combine the best of both worlds. Is Hybrid a new definition of Work - Life - Balance? Moreover is it all as simple and easy as it seems? Do we all know How to Do Hybrid Right?

When designing flexible work arrangements, focus on individual human concerns, not just institutional ones - How to Do Hybrid Right (hbr.org) Article by Linda Gratton, published in Harvard Business Review.

To adopt a hybrid work model, you need the right people, processes, and technology. Let’s take a look at a few things you should consider when moving to a hybrid work model from employer perspective:

• Survey your employees to find out what they need
• Develop employee personas
• Build the infrastructure that’ll support flexible work
• Invest in company culture
• Create a great workplace experience
• Gather continuous feedback

Finally: Both managers and employees must be transparent in their communication and understanding of hybrid plans. Policies must be in place to define what tasks happen in the office and remotely.?Access to reliable communication?is essential, particularly for remote work. All employees must receive the same information at the same time, and in a timely manner. After all, whether in the office or online, workers don’t want to feel they’re the last to know.