Pre- covid year, everybody only knew about remote work and traditional work systems. However, after covid year, we were introduced to a new work system. This work system allowed businesses to accommodate a mix of both the traditional work model and the remote work model. This is known as the Hybrid Working Model.
The hybrid working structure allows employees to mix on-site and off-site work as they and their employers see fit. It is a new introduction to the workspace that allows a location-flexible approach. A hybrid work model is a timetable that combines the traditional in-office and remote work for a given employee. The decision of when to work in the office versus from home is occasionally left up to the employee.
Even though the Hybrid Working Model seems simple, it is not a one-size-fits-all, there isn’t a hybrid model that works for everyone. Every organization can create a model based on the demands of the business and the needs of the individual employee. Every organization’s hybrid model will seem different, although there are certain recurring features. To foster a better understanding of the Hybrid Work model, we will look at the types of hybrid work models that experts have observed so far.
Types Of Hybrid Working Model
At-Will / Remote-First Models
Both of them give workers the option to prioritize working remotely. However, staff can still carry out on-site work with this structure. The company’s employees will still have access to physical offices and coworking locations. They can select the work arrangement that best suits them on any given day. It’s very helpful for individuals who need to meet someone or need a quiet spot to work for the day when they wish to come into the office.
This one was pretty common before the covid year. In an office-first model, all employees have the option of working from home or in the office too. However, the office-first strategy necessitates a greater level of in-person attendance from employees, take a look at our previous blog on Why Office is Indispensable. The office-first approach is therefore much simpler to establish, we would only need a few adjustments, such as the requirement for office attendance. For businesses where teamwork is essential to productivity, the office-first approach works well.
When it comes to the split-week model, days are set out for both on-site and remote work. This schedule divides the work week into two to three days spent working remotely and two to three days spent on-site. A higher percentage of employees seem to prefer this model more than any other variation. Companies that use this strategy typically divide the week among various departments. This hybrid paradigm enables managers to communicate with their teams and permits regular in-person team meetings.
You can try the week-by-week plan if you don’t think the split-week model is appropriate for your business. You will designate work weeks in this organizational structure during which particular employee groups are required to be present in person at the workplace. This entails switching between teammates weekly for on-site and off-site work. Companies with a huge workforce will benefit the most from this kind of hybrid work arrangement.
Designated Teams Hybrid Working Model
Choosing which teams should work in the office or at home is another option to implement the hybrid work model. For businesses that need certain staff to work on-site, this model works well. Employees who do not report to the office are more productive while using this hybrid work paradigm. With half of your workforce based from home, you’d be spending less on energy and other utilities, which can reduce costs for your business. However, some employees might have an issue with this.
How To Make It Effective And Efficient
The efficacy of hybrid working models varies according to the unique needs of the business organization. To get a model that works for your organization, you can do the following:
Be The Change You Want To See
If you would want your staff to get comfortable working with any model you choose. You would want to lead by example. Where the leadership spends its time is a key factor in how well a hybrid model operates. If the company’s top executives spend most of their time at the office, other employees will probably want to do the same.
Consistency Fosters Success
The hybrid model also has the disadvantage of being more prone to treat remote workers as pseudo-staff. Organizations should make every effort to give remote and in-office workers the same consistent experience by establishing rules that place more importance on communicating online than in-person. Meetings and events should be scheduled by the company with remote workers in mind. Remote employees won’t feel awkward contributing or speaking up in this way.
Equip Your Staff For The Hybrid Working Model
Giving your staff the tools and software they need is another approach to support them. If you haven’t already, you might think about giving remote and hybrid workers laptops and business phones. Your files and information are more secure when you use company-provided laptops at home. Ensure your staff has access to all the software they require to work efficiently. These rules will increase efficiency while simultaneously enhancing security.
Compensate Your Staff Adequately
A pay rise might be a quick fix but what worked in the past might not work as well today. As more are shifting to WFH, you can consider home utility reimbursements together with pay raises or give your employees additional paid time off to attend to their personal needs.