The world is changing. In a fast-paced technological environment, the meaning of hybrid working could and most likely will change radically over the coming years.
What did hybrid work look like 2 years ago? And more importantly, where will it be in the next 20 years? Some of you would vow that we will all be back in the office 5 days a week, but who knows, maybe this drastic departure from the traditional work model will happen through VA headsets.
A lot has changed in two years, and it’s clear that remote working was new for most executives before a global pandemic, according to a survey from Novo Executive Search. In fact, 75% of CEOs surveyed said that before COVID, remote working was either uncommon or rare in their specific industry.
What’s more, a majority said that they couldn’t fulfil their individual roles in remote environments, while a whopping 83% stated that lockdowns disturbed their way of working in one way or another.
Apparently, more than 71% of the UK executive workforce needed to buy new equipment to work remotely, and about 60% of them said they had to invest in new software or their company did. Either way, they’re adapting to a hybrid work culture whether they’re prepared or not.
Transitioning to Hybrid Work Model
The game is on. Brands and companies worldwide are joining the “remote culture” to embrace the benefits of distributed teams. But despite its growing popularity, some people still find remote work confusing.
Why so? People aren’t familiar with the concept of working from any part of the world and still get that work done. In an attempt to reduce this uncertainty, companies combine distributed and co-located (local) workforce, a working model often seen in companies like Microsoft, Google, and Amazon. For some, more exactly 47% of employees, the hybrid work model is a reason to leave the job if their employer doesn’t want to adopt a flexible working model.
So, increasingly more employees have started to see value in this work model. But what attracts them to it, and more importantly, where is it heading?
Breaking Down the Hybrid Work Model
Modern employees are looking for flexible working models that give them more say in where, when, and how they work. Why work on-site five days per week when you can have flexible working options that allow you to work remotely part of the week?
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Improvements in Productivity
Word has it that businesses are seeing a significant upsurge in productivity as a result of remote work. This is an entirely different thing from what we expected when the remote work model became possible. Reasons are many, but what really makes them turn their heads toward remote work are fewer distractions from co-workers, higher morale, better work/life balance and more sleep.
A recent Stanford University study shows that productivity growth in work-from-home employees was equal to an extra working day. It seems that giving people the ability to choose their workplace can bring out the best in them and improve their skills and contributions to the company. Employees are different in their working comfort zones, and when you offer them flexibility, they will compensate with results above expectations.
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Reduced Operational Costs
Equipment can be awfully expensive for busy offices. There’s a massive call for computers, printers, as well as paper, ergonomic chairs, and many other items. But many of these expenses can drop accordingly or be eliminated through a hybrid work model. Some companies took it even further by moving from the traditional office layout to a co-working space. This enables employees to work anywhere around the place without a dedicated office or closed rooms. It is just a workplace for everyone to collaborate in person when necessary or when they want to.
3. Winning the war for talent with a hybrid work model
In today’s talent market, many job seekers prioritise a flexible work schedule when evaluating potential job offers and employers. At least, that’s what recent findings hint at, with three in five people looking for remote options in their next position.
These figures are even higher among certain types of employees. For example, working mothers are 50% more likely to choose remote work compared with men. What’s more, people with seen and unseen disabilities may also prefer remote work as they feel more involved and included.
Promoting, even being very transparent about your hybrid work model, can be an important part of your company’s recruiting strategy and may help you attract and retain top talent in need of flexibility.
4. Performance Tracking: Not that Complicated
As we’ve previously mentioned, moving to hybrid environments requires a reliable collaboration solution system. These systems organise business processes and track the progress of tasks and projects. It gives managers and executives the ability to receive detailed reports about the performance and productivity of their teams. It begins with creating rating systems that encourage employees to feel comfortable asking for what they’re rated. It’s the managers’ full responsibility to make clear how teams are assessed, and HR leaders can give them the tools to support that.
Last Thoughts
As you transition to a hybrid work model that’s ideal for your company, remember to collect employee feedback. Be sure to offer people more than a way to speak their minds. For instance, you may have an “always-active” Zoom or Slack channel dedicated to employee feedback. With such data, you will be able to iterate and build a hybrid workplace model that thrives and lasts.
