4.1.What is Hybrid work
Hybrid work is a flexible work model that supports a blend of in-office, remote, and on-the-go workers. It offers employees the autonomy to choose to work wherever and however they are most productive
According to Darren Murph, Head of Remote, GitLab, "The future of work isn't fixed; it's waiting to be built. Remote, Not Distant offers a tactical blueprint to building a better future for all."
Hybrid workforce models can increase agility and resilience, drive competitive differentiation, and save money. Talent analytics help HR leaders capture these opportunities.
4.2.The hybrid workforce model cost benefits
Many organizations have been forced during the pandemic to manage a distributed workforce, scattered by location and disrupted by outside distractions. Hybrid workforce planning provides HR and other business leaders — and managers and employees — with the means and opportunity to rethink organizational structures, roles, and work design in entirely new ways.
Managers will need to trust in the goals they have set — and trust employees to work productively against those goals, regardless of location. Employees will need to be flexible and comfortable moving between various work environments when the need arises.
- Increased employee productivity
- Reduced overhead costs
- Better employee experience and work-life balance
- Improved safety and social distancing
4.3.Challenges of Managing Hybrid Teams
- Developing the right hybrid model
- Increased security risks
- Managing people effectively
- Employee isolation and disconnection
- Creating seamless connectivity
4.4.Hybrid Workplace Best Practices
In 2020, the transition to remote work was sudden and necessitated, but now businesses can take a more deliberate approach to how they operate. The goal of the hybrid workspace, according to Forbes,(Jul 22, 2021), is to maximize productivity without sacrificing too much of our employees' time or their capacity to manage their workdays. When creating a successful hybrid workplace paradigm, following effective practices include
- Getting employee buy-in early
- Investing in the right tools, technology, and equipment
- Focusing on employee experience and maintaining a positive and engaged culture
- Holding consistent team check-ins and career progress meetings
- Offering continuing education opportunities for employees and managers alike
- Tracking goals and performance metrics
Conclusion
HR leaders need a complex array of smart tools to support recruitment, onboarding, 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
Razzetti , G. (2022). Remote Not Distant: Design a
Company Culture That Will Help You Thrive in a Hybrid Workplace. Gustavo
Razzetti.
Neeley, T. (2021). Remote Work Revolution:
Succeeding from Anywhere Hardcover – Illustrated. Boston: Harvard Business
School.
Dyer, C., & Shepherd, K. (2021). Remote Work:
Redesign Processes, Practices and Strategies to Engage a Remote Workforce.
Kogan Page.
Naqshbandi, M.M., Kabir, I., Ishak, N.A. and Islam, M.Z. (2024), "The future of work: work engagement and job performance in the hybrid workplace", The Learning Organization, Vol. 31 No. 1, pp. 5-26. https://doi.org/10.1108/TLO-08-2022-0097
Suravi, S. (2024), "Training and development in the hybrid workplace", The Learning Organization, Vol. 31 No. 1, pp. 48-67. https://doi.org/10.1108/TLO-10-2022-0119
8 Comments
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