Exploring Hybrid Work Models

2020 was when everything suddenly shut down. Most companies shifted employees to work remotely did because they had to. For some workers, it was a smart choice. While some were desperate to get back to the office. Most had mixed feelings, but they appreciate the flexibility.

To attract and keep workers, many firms experiment with hybrid work models. They do this to offer the best of both remote and on-site work. There are benefits and challenges to most work settings. Here are some things to think about before exploring a hybrid work model.

What is Hybrid Work Model?

This is one of many examples of how the workplace is evolving. This refers to a way other than traditionally working at an office. The simplest definition of a hybrid work model is the combination of working at an office while others work remotely.

This is a more flexible approach to have in the workplace. This flexibility varies from one company to another. Also, it can support a wide range of diverse schedules. Most firms opt for this model to support their workforce’s work-life balance.

This model allows workers to choose how and where they can work. It offers workers the autonomy to plan their work week. But workers should do this in a way that helps both them and the company.

Types of Hybrid Work Models

Companies must know the ins and outs of hybrid work model before taking it as an option. Also, it is best to know their benefits and challenges. The main types of hybrid work models are as follows.

Remote-first

Workers can work remotely as much as they want. But the firm still has a physical place where employees can meet or work.

Benefits: This type has the highest flexibility and work-life balance for workers. Firms can recruit top talent anywhere in the world. They can also reduce overhead and promote a culture of trust and autonomy.

Challenges: Space needs can be unpredictable. This type can be tough for work that requires a high degree of collaboration.

Office-first

This is where people can come to the office to work. But it is also fine to work remotely when a worker needs and wants to.

Benefits: This approach is good for team tasks. It is also best for people who need to be at the office to get things done. This is the set up before the pandemic and requires fewer changes, but still allows flexibility.

Challenges: This type may not work if there are long commutes. Firms can end up with expensive unused space. Also, the company culture may be resistant to flexibility.

Scheduled hybrid (split-week or week by week)

This approach comes with more structure. Workers may work on-site or remotely depending on a certain schedule. Workers can work out their preferred shifts and schedules with their managers and team members. In addition, they can discuss who works on-site and who will work remotely.

Benefits: This type offers a more predictable approach. It ensures workers can use the on-site space as per the schedule. It also helps keep in-person team connections and collaboration. With this approach, extroverts are often happier.

Challenges: It can increase operational and real estate costs. It also requires people to have two workspaces. This approach reduces flexibility for employees. Workers may have fewer interactions with their team that is not on the same schedule.

Designated teams

This is where firms assign workers to work remote or on-site full time depending on their roles. This hybrid work model is best for firms that need to have some people on site, while the admin team can work remotely.

Benefits: There is high predictability for use of space and schedules. It can help reduce operational costs.

Challenges: One set of workers has a commute while the other does not. This can create a feeling of inequity. Remote workers can feel disconnection from leadership.

Key Considerations for Hybrid Work Model

1. Communication and relationships are vital for workers who do not see each other every day. Firms should be intentional about scheduling time to catch up.

2. Invest in cybersecurity. Companies must protect sensitive data and help people recognize security issues.

3. Firms need to ensure remote workers have the tools and tech support they need. This includes a good chair with back support, another monitor, software, and data that allows them to do their best work.

4. Get pay right. Firms must ensure fair compensation and benefits work for all workers, regardless of where they work. They must have access to compensation datain their industry and everywhere they have workers. This is the key to making sure companies stay competitive in the market and are paying workers equitably for their clever work.

The pandemic has been persistent and sometimes unpredictable. As companies move forward into changing circumstances, it is good to keep flexibility and agility. Adopting a hybrid work model can help.