Hybrid Work Model: Meaning, Examples and Benefits

The pandemic brought the world to an abrupt standstill in 2020. Workplaces were not spared by the pandemic, forcing companies around the world to adapt to the remote work or work from home model. As the pandemic ranged on and started to dissipate in 2022, the remote work model gave way to a new method of working known as the hybrid work model. Unlike traditional in-person work, or even remote work, hybrid work models offered workers and employees the flexibility of working completely full-time, remote, with required yet infrequent in-person presence including at meetings, in organisation events, and to oversee machinery and other equipment.

Global studies and surveys prove that instead of breaking departments and making them drift further apart, that hybrid work actually brought teams together. Teams that once worked as silos now had the opportunity to connect with and meet their colleagues across the organisation over Zoom or other video meetings. According to Forbes, 90% of employees report the same, or higher, productivity levels working from home compared to the office, demonstrating the efficacy of hybrid work models. Learn more about the hybrid work model in this article, and how you can benefit from it.

Relying on remote work models during the pandemic, organisations were at the forefront of vaccine adoption to help people in the workforce return to in-person work. However, there was an interim period between going from all-remote work to in-person work that birthed the hybrid work model to allow employees to ease back into the traditional work model.

As employees returned to work, their organisations noted that productivity was higher with a hybrid work model which eased workers to full time jobs without yanking them out of their newly adopted remote and work from home work. The hybrid model successfully bridges the gaps in remote working such as gaps in communication, better employee experience, and constant learning and upskilling of employees.

The advantages outweigh the few disadvantages of a hybrid work model which can present challenges to employers. These disadvantages include the need to establish effective communication modes and encourage collaboration among team members who are working remotely or in the office. In addition, companies need to effectively manage and support remote workers as well as in-person employees. Organisations have to invest in labour-saving and supporting technology to ensure the success of hybrid work models. Finally, companies need to establish clear guidelines and expectations for remote work in company and HR policies.

A hybrid model works by allotting tasks and slots to different sections of the company’s workforce. Hybrid work refers to a work arrangement in which employees split their time between working in an office and working remotely, often from home. It is a flexible arrangement that allows employees to choose when and where they work, depending on the needs of their job and their personal preferences. Employees take turns to work in-person, while their coworkers work remotely. Technology has aided in bringing hybrid work models to the forefront. Tools like collaboration technology help departments across the organisation work collaboratively on projects from anywhere and at any time!

Hybrid work benefits employers and their organisations. Among the benefits hybrid work offers are increased productivity, evening out the work-life balance, and little to no problems with commuting. Organisations find that hybrid work can reduce overhead costs such as paying rent, and maintaining tools and equipment. In addition, hybrid work models can help employers attract and retain top talent, as the workforce now demands hybrid or remote work options. Employees find and agree that hybrid work provides them greater flexibility and independence when it comes to their work environment and schedule.

During and in the wake of the pandemic, the hybrid workplace model offered employers and employees several ways to keep businesses running. These include the flexible hybrid work model, fixed hybrid work model, office-first and remote-first types. Companies and individuals integrate the work models that best suit their needs and requirements without compromising on efficiency, deadlines, and workloads. 

Employees have the flexibility of remote work with the stability of in-person office work from time to time in the flexible hybrid workplace model. In this type of hybrid work, employees have greater autonomy and can manage their tasks in a work environment and schedule that suits them. Although the timing and number of hours an employee can work for are flexible, they will be expected to meet deadlines and complete projects in the same manner as working full time at the office. The flexible hybrid workplace model has been shown to increase productivity, job satisfaction, and allows employees to find a work-life balance that suits them best.

Organisations fix their employees schedule for working in the office or remotely in a fixed hybrid work model. Unlike the flexible model, where timings and work slots may vary, a fixed hybrid model requires the employee to be at office or work remotely at a set time for a certain period of time agreed upon by employer and employee. 

As the name suggests, an office-first hybrid work model typically has employees working mostly from the office. Employees also have the option to work remote for a few days a week or a month. This type of hybrid work is seeing a rise in popularity post-pandemic, because employees can access office resources and meet coworkers, but also work remotely some of the time. 

In remote-first work models, employees work remote most of the time, and will need to work in person for a couple of days a week or month. Remote-first work was one of the first few hybrid work models that were introduced as the pandemic waned, and employees were being eased back into full-time work. Still prevalent and the preferred hybrid model type, this variation offers employees an opportunity to connect with colleagues, use company resources, but still maintain higher levels of independence compared to the other types mentioned here. This is still the preferred method for employers to reduce overheads while being able to attract and retain top talent worldwide.

The hybrid work culture is here to stay, as employers leverage its benefits, and employees find that it fits into their work and life seamlessly. There are a number of criteria that led to the adoption of hybrid work, and continue to power it years later. Some of these factors drove workforces in pre-pandemic times, and are powerful tools that ensure that hybrid models aren’t going away anytime soon. 

  • Types of organisational structures

  • Motivate employees under adverse conditions

  • Group Health Insurance Policy

  • Employee Employee Policy

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