The hybrid workplace model combines remote and on-site workers, with some or all employees being able to choose where and when they work. Office time can be scheduled by the day, by teams, or on an as-needed basis. "Where and when work gets done will be determined by what makes the most sense to drive the highest levels of productivity and engagement," according to Gartner.
The hybrid model is not appropriate for every workplace or industry; it is best suited to employees whose work is computer-based and does not require on-site performance. A recent McKinsey report looked at remote work that can be done without sacrificing productivity. It was determined that "about 20% to 25% of advanced economies' workforces could work from home three to five days a week." This is four to five times more remote work than existed prior to the pandemic."
The hybrid workplace model is not a temporary or stop-gap solution; rather, it represents the future of work and agile, resilient workplaces.
Why is the hybrid workplace becoming the norm?
The shift to remote and hybrid work was underway long before the pandemic, but, as with so many other things, COVID-19 accelerated the process. Businesses faced a slew of challenges, ranging from providing the right tools to managing productivity and morale in a dispersed team environment. However, after a few months, it was clear that there was no turning back – employees preferred this new, more flexible way of working.
Businesses can benefit from lessons learned from their remote work experiences now that some employees are reentering traditional office settings – at least some of the time. The goal is to create a hybrid work model that best meets their specific requirements.
Modern HR technologies are easing the transition to hybrid work by allowing data to be collected, managed, and analyzed from all teams, regardless of location. Technology can help with employee onboarding, upskilling, and reskilling, and it can also provide employees with access to everything they need during their employee journey, from collaboration tools to cloud technologies, when used effectively.
Advantages of a Hybrid Work Environment
A hybrid workplace that prioritizes the human experience takes advantage of evolving HR technologies to become more flexible, agile, and productive.
According to Gartner, "only 36% of employees were high performers in typical organizations where employees work a standard 40 hours per week in the office." When organizations transitioned from this environment to one of radical flexibility, where employees could choose where, when, and how much they worked, 55 percent of employees performed well."
Increased employee productivity: A variety of factors contribute to increased productivity, including increased autonomy in choosing work hours and location; fewer interruptions at home than in the office; repurposing commuting time; and the ability to come into the office when in-person collaboration is best.
Reduced overhead costs: Businesses are examining their real estate strategies and opportunities to reduce office space or relocate to smaller cities, all of which can reduce overhead. Employees who are hybrid are more engaged, which leads to less turnover and lowers costs.
Improved employee experience and work-life balance: Greater flexibility and autonomy increase job satisfaction and happiness, which improves work performance and overall employee well-being. A unified focus on work-life balance contributes to the success of a hybrid workplace.
Improved safety and social distancing: Because COVID-19 variants are expected to be a persistent threat, the hybrid workplace model enables office space to be designed to prioritize safety and sanitization.
The Difficulties of Managing Hybrid Teams
Every organization will face unique challenges in implementing a hybrid work model. The following are some of the most common challenges that hybrid team leaders face today:
Creating the right hybrid model: Because there are so few established hybrid workplace models to follow, each company must design and develop a model tailored to their specific requirements. This approach may also require iteration as various combinations and technologies are tried and tested to find the best fit for each company's unique situation and culture.
Increased security risks: As businesses transition to hybrid models, security will remain a risk and a concern. With employees working from home and potentially using their own networks and devices, HR and IT departments will need to focus on end-user education and security.
Effective people management: In a hybrid workforce, managers must take care to ensure that on-site and remote workers have equal opportunities and exposure, including evaluations based on work product rather than work process. It is critical to ensure that remote team members do not feel isolated or unnoticed.
Employee isolation and disconnection: HR departments will need to focus on keeping employees connected when their employees can work from anywhere at any time. Creating opportunities for employees to interact and connect in non-physical settings, such as "virtual water coolers," will be critical in designing a healthy hybrid workplace.
To avoid disparities, silos, and knowledge loss, businesses must develop barrier-free connectivity that allows hybrid teams to communicate quickly and efficiently. In a hybrid workplace model, maintaining a thriving company culture must be a deliberate goal.
