Shouldn't Hybrid Work Models Emphasize "Flexibility" Rather Than "Worry"?

The COVID-19 pandemic has affected most, if not all, businesses around the globe, leading to changes in the way we work. Some companies have adopted two primary models: Work-From-Home (WFH) and Hybrid Work Setup.

Work-From-Home means you don’t need to go to the office to perform your job; just set up a distraction-free workspace at home, and you’re good. In contrast, a Hybrid Work Setup requires employees to be in the office once, twice, three times, or even four times a week or month. And if you can't meet the number of in-office days, then you are required to compensate for it in the following week or month. That seems fair! However, what happens if you have a valid reason for not completing the required number of days that week?

Consider situations such as being on PTO, falling ill, experiencing a family emergency, or facing severe weather conditions like thunderstorms, heavy rainfall, or flooding. Commuting in such circumstances can be particularly challenging, especially if you lack access to a reliable vehicle.

To truly support employees, a hybrid work model should prioritize flexibility. I think, companies could implement policies that allow for the adjustment of in-office requirements based on individual circumstances. Offering the option to work remotely during challenging weeks without penalty can help alleviate stress and promote well-being. By fostering a culture that values understanding and adaptability, organizations not only enhance employee satisfaction but also boost productivity and retention.