Navigating the New Normal: Tips for Building a High-Performing Hybrid Team - Part 1
Meghavi Mehta, PHRi
Senior HR Specialist | Employee Relations Specialist | Certified POSH Trainer | Believer of Diversity, Equity, Inclusion, & Belonging
Before we start with this topic, please know the blog has been divided in 2 parts. By end of the part 2, you will get comprehensive understanding of the hybrid workforce & its role in IT Industry of India.
Hybrid workforce is not new concept. However, it got the limelight after the lockdown of covid-19. It includes both traditional employees who work in an office environment and remote employees who work from home or other places outside of the office. Employing this kind of workforce enables businesses to enjoy the advantages of both on-site and remote employment, including greater productivity and flexibility.
The growing need for flexible work arrangements is the main reason for increasing the hybrid workforce to grow in India's IT industry. Many IT professionals cherish being able to work remotely because it gives them more flexibility and a better work-life balance. Companies can provide this freedom via a hybrid approach while still upholding a vibrant workplace environment and high levels of productivity.
Not to forgot, because it can result in cost savings, the hybrid workforce has gained popularity. Companies can save operational costs like office rent and electricity by allowing employees to work remotely. Employing remote workers also allows businesses to access a larger talent pool because they are not restricted to only employing applicants who live nearby their locations.
Before implementing hybrid workforce model, understanding the pros and cons of a hybrid workforce model is important because it can help you determine whether this type of model is the right fit for your organization. Let us start with pros.
As organization has?the option to hire remote workers as?needed, this approach enables organization?to change its workforce capacity in adapting to changing business needs. For businesses that deal with seasonal swings or have projects with tight deadlines, this might be extremely helpful.
For instance, organization might require fewer desks, computers, printers, and other office equipment, and electricity bills might go down. Additionally, it might be able to shrink actual location of business, which, particularly in pricey metro regions, can save a lot of money in property costs.
Most people make decisions based on what will allow them to live a comfortable life?effectively, and happily. Therefore, for many employees, having the option to work remotely or on-site is motivating. Employees have the flexibility and freedom to decide which days they will come into the office and which days they will work remotely under the hybrid model. Increased flexibility promotes a balanced workload, team participation, and a better work-life balance. Better company results are produced by engaged employees. Additionally, those who are happy and engaged at work often stay there longer. Organization can improve business outcomes and employee retention by giving them the freedom to set their own schedules.
Hybrid workforce model has few cons which can cause the model fail drastically.
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Although technology has made it simpler to communicate and work remotely, in-person interactions like bump-ins at the office or impromptu discussions at the water cooler cannot be completely replicated by virtual communication. Similarly, engaging with on-site employees may be difficult for remote workers. When communicating virtually, it might be more difficult to understand body language or tone, and delays can happen because of time zone differences or other issues. Remote employees might not be as noticeable as those who work on-site, which can make it more difficult for them to stay up to date on company developments.
Despite a hybrid model, the culture of burnout can infect the workplace if left?unchecked. Organization’s remote team may put in more time and take fewer breaks than the people who work on-site. They might even feel worse about taking the afternoon off for themselves and overcompensate by staying at work longer.?On the other hand, your on-site employees may need to deal with difficult accessibility to the workplace due to difficult travel times, personal schedule adjustments, or family issues.
Some organizations may allow moonlighting with certain restrictions, while others may not allow it at all. It may be easier for remote workers to do moonlighting secretly because they are not physically present in the office and may have more flexibility in their schedule. Remote workers may be able to do moonlighting without their primary employer knowing, as it may be harder for the employer to monitor their activities. If an employee is working a second job in a related field, there may be a conflict of interest if their second job conflicts with the interests of their primary employer. If an employee is working a second job in a related field, there may be concerns about the confidentiality of information learned or shared in the course of their primary job. It may create morale issues within the organization, as other employees may feel that the employee is not fully committed to their primary job. Working multiple jobs can increase the risk of burnout, as employees may feel overwhelmed and overworked. This can lead to decreased productivity and may have negative impacts on an employee's overall well-being.
Overall, the hybrid workforce model has a number of benefits and drawbacks, therefore before implementing it, it's crucial for businesses to carefully weigh these factors.
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