HYBRID WORKING MODEL

 

What is a hybrid work model?

Hybrid work is a people-first approach to managing the workforce that drives increased productivity and job satisfaction while addressing the major challenges of remote work, such as isolation and lack of community. A hybrid work model provides employees with greater flexibility and the option to work from home or anywhere they can be productive. With hybrid work, the workplace is no longer inside the four walls of the corporate office it’s an ecosystem of employees working from home, in co working spaces, and the office. Team members can migrate between various locations depending on the work they need to get done  (hibob, 2023).

The hybrid work model can take different forms depending on the organisation and the type of work being done.

What are the types of hybrid work models?

These are the four most common hybrid work models:

1. Flexible hybrid work model

Employees choose their location and working hours based on their priorities for the day. For example, if they need to spend time focusing on a project, they can choose to work from home or in a coffee shop. If they want a sense of community, need to meet with their team, attend a training session or join a town hall, they can choose to go into the office. Cisco is leveraging this model and offering its employees the option to choose where they work on any given day.

2. Fixed hybrid work model

The organisation sets the days and times employees are allowed to work remotely or go into the office. For example, it could be that certain teams go into the office on Mondays and Wednesdays, while others go in on Tuesdays and Thursdays. Or an organisation could allow everyone to work from home on predetermined days each week. American Express is an example of an organisation that has adopted a fixed hybrid work model.

3. Office-first hybrid work model

Employees are expected to be on-site but have the flexibility to choose a few days a week to work remotely. Google plans to adopt this type of model where employees work in the office three days a week but have the option to choose two days for working remotely.

4. Remote-first hybrid work model

Employees work remotely most of the time with occasional visits to co working spaces or the office for team building, collaboration, and training. In this model, the company may not have an office space and instead relies on team members in the same area to get together when they see fit. Twitter adopted this remote-first model and will allow all employees to work from home.

Benefits of a hybrid work environment

1.    Increased employee productivity: A number of factors contribute to boosts in productivity: increased autonomy to choose work hours and location; fewer interruptions at home than in the office; re purpose commuting time; and the opportunity to come into the office at times when in-person collaboration is best.

2.    Reduced overhead costs: Companies are looking at their real estate strategies and opportunities to reduce office space or move their offices to smaller cities – all of which can lower overhead. Hybrid employees tend to be more engaged, which leads to less turnover and also reduces costs. 

3.    Better employee experience and work-life balance: Greater flexibility and autonomy increases job satisfaction and happiness, which improves performance at work as well as overall employee well-being. An integrated focus on work-life balance helps create a successful hybrid workplace.

4.    Improved safety and social distancing: With COVID-19 variants predicted to be an ongoing threat, the hybrid workplace model allows for office space to be designed to emphasise safety and sanitation. Mixing and matching who is in the office – and when – allows space for social distancing and increased cleaning, which also makes it easier if there is a need to perform contact tracing.

Challenges of managing hybrid teams

Every organisation will face somewhat different challenges in making a hybrid work model successful. Below are some of the most common challenges facing hybrid team leaders today:

Developing the right hybrid model: Because there are so few established hybrid workplace models to follow, each company must design and develop a model specific to their needs. This approach may also need to be iterative as different combinations and technologies are tried and tested to find the best fit for each company’s unique situation and culture.

Increased security risks: As companies move towards hybrid models security will continue to be a risk and a concern. With employees working from home using their own networks, and potentially their own devices, HR and IT departments will need to focus on end-user education and security.

Managing people effectively: In a hybrid workforce, managers must take care to ensure that both on-site and remote workers have the same opportunities and exposure, including evaluations that are based upon work product rather than work process. It is important to ensure that remote team members do not feel isolated or unseen – and likewise, that they are subject to the same expectations and accountability as their colleagues in the office.

Employee isolation and disconnection: HR teams will have to focus on keeping employees feeling connected when their staff is working from anywhere at anytime. Developing “virtual water cooler” opportunities and other chances for employees to interact and connect in non-physical settings will be key to designing a healthy hybrid workplace. As will being able to use technology to take the pulse of the workforce and course correct as needed.

 Creating seamless connectivity: To avoiding disparities, silos, and knowledge loss, businesses need to develop barrier-free connectivity that allows hybrid teams to communicate quickly and efficiently. Maintaining a thriving company culture has to be an intentional goal in a hybrid workplace model. 
 

Conclusion

 In the workplace of the future, employees will seamlessly integrate into hybrid teams, regardless of their physical location. That starts with building strong communication and planning strategies, breaking down silos and building a connected workplace.
 
HR leaders need a complex array of smart tools to support recruitment, on boarding, and engagement  as well as the systems and tools needed for remote team productivity, efficiency, and resilience. Hybrid workplaces that embrace cloud-based services, stronger security infrastructures, and enhanced collaboration tools will be better equipped to meet both employees’ expectations and the bottom line.

References

Heinze, C. (2024, 02 10). techtarget. From https://www.techtarget.com/searchhrsoftware/definition/hybrid-work-model

hibob. (2023, 08 10). www.hibob.com. From https://www.hibob.com/hr-glossary/hybrid-working-model/

Jay, S. (2022, 10 05). www.aihr.com. From https://www.aihr.com/blog/hybrid-work-model-examples/