It’s no secret that employee priorities have been shifting over the past few years, and flexibility has become a non-negotiable for many. That’s why hybrid working has been so widely received after the pandemic; when done right, hybrid working benefits people who have at-home commitments, people with neurodiverse and physically diverse abilities, people who don’t want to travel long commutes, and more.
This article will explore how employees can take advantage of the hybrid workplace model to become more productive and more fulfilled in their jobs, but how it benefits companies too.
Hybrid working benefits for employees
How do employees stand to benefit from a hybrid workplace model?
Flexibility
The flexibility of their job can make a huge difference to a person. In fact, it’s hard to maintain any real employee satisfaction if your employees feel like their job isn’t reasonably flexible, which makes it harder for them to juggle other responsibilities and strike a work-life balance.
With a hybrid model, this becomes less of a problem because their needs and preferences are given consideration. As one example, this could mean they work remotely when they need to focus on complex tasks or stay home with a family member, and come into the office for projects and meetings.
Diversity and inclusivity
The hybrid workplace model breaks down geographical barriers and broadens the talent pool for a company, resulting in a more diverse and inclusive culture. Aside from simple preferences, many individuals may not be suited to working in a traditional office setting because of personal commitments or diverse abilities.
Before the hybrid model, chances are they wouldn’t have been seen as a viable candidate to work for the company. Which is unfortunate for both sides, because having a more inclusive and diverse workforce is known to foster innovation and even improve overall employee performance.
Improves productivity
Speaking of improving performance, productivity can increase by as much as 25% in a well-executed hybrid model, according to McKinsey. There are very good reasons for this: reduced commute time, a loss of office-based distractions, and increased engagement and collaboration when employees are in the office. The hybrid model takes advantage of employees’ productivity patterns.
Supports employee wellbeing
When managed correctly, the hybrid model has the huge benefit of reducing burnout. When employees have the flexibility to integrate their work and personal life in a way that works for them, their stress levels drop. By allowing employees to choose when and where they work, the hybrid model supports mental health, which means you’ll have happier and healthier employees.
Company culture
A supportive and flexible company culture can be one of the greatest benefits of a hybrid model. This culture promotes trust by allowing employees to manage their tasks autonomously and choose their work environment – something that will boost their productivity and, more importantly, their overall happiness.
The best way for managers to complement this system would be to focus on creating a results-oriented culture rather than a time-oriented one. The positive impact this will have on employee retention alone will make it worth their while.
Implementation strategy
If you want to reap the benefits, you must be very thoughtful with how you implement a hybrid workplace model. Your communication and guidelines to your employees must be crystal clear. There shouldn’t be any questions about your company’s expectations.
Technology plays a huge role in supporting a hybrid workplace model, so make sure you have excellent tools for collaboration, project management, and communication because you will need them to maintain cohesion. It’s strongly advised you have regular check-ins and feedback so challenges can be identified quickly and to be sure the model works effectively for all employees.
From a company perspective, the hybrid workplace model can lead to significant cost savings. These savings could be derived from a reduction in office space and associated costs. The model can also result in higher employee retention rates, as employees who are satisfied with their work arrangements are less likely to seek employment elsewhere.
Why communication is critical
Encouraging regular, two-way communication is critical in a hybrid model. Everyone must be on the same page and feel included, regardless of whether they work remotely or not. Regular team meetings can help maintain a sense of collaboration.
It’s important to ensure your communication tools are effective as well since so much depends on their use. Employees should also be encouraged to share their feedback and suggestions so they feel valued and heard.
Your technology should also be completely accessible to every employee, whether they work at a desk, on site or on the front line.
Training and development
Training and development opportunities should be made accessible to all employees regardless of where they work. It’s easy for remote workers to be left out of professional growth opportunities since they aren’t physically in the office, but this can prevent progress in their careers – something today’s workers particularly value.
Offering training and development shows a company’s commitment to its employees’ career growth and fulfilment. It’s a great way to help retain your employees as well.
Hybrid model technology
A hybrid workplace has a ceiling for its effectiveness, and that ceiling is technology. It’s super important to be able to leverage technology correctly with this model. This goes beyond the basic communication and collaboration tools; companies should invest in robust technological infrastructure. This could mean anything from cloud services to cybersecurity to project management tools.
Remote workers, especially, must be given quality tools for their work, and they need a platform that’s familiar, intuitive, and engaging. If you want to bring every colleague together in one digital space, then you have to give them reasons to sign up.
The challenges of the hybrid model
We’ve discussed the benefits. Now, let’s address some potential challenges with the hybrid model.
Two-tiered culture
One serious challenge is the risk of a two-tiered culture developing, and one where in-office employees end up with more visibility – and therefore opportunities – than remote workers. This can happen if leaders fail to invest in a clear communication strategy and performance metrics that focus on results instead of visibility.
Isolation of remote workers
This is a risk for any business that has remote teams. Luckily, there are effective ways to tackle it. Companies can arrange virtual team-building activities and create digital spaces so employees can have casual conversations and socialize. It’s also a great idea to occasionally encourage office visits or offsite meetups so remote colleagues can maintain their in-person connection to the team.
Work-life fusion
While a better work-life balance is one of the perks of a well-run hybrid model, it can also nudge employees to blur the lines between their work hours and their personal time.
Companies can play a supportive role by encouraging employees to set clear boundaries or be flexible with scheduling. Remote workers can easily fall into the trap of letting their work and home life meld together until they’re treated as being ‘always on’.
Data security concerns
Thanks to the reliance on digital tools and remote access to company resources, hybrid work models naturally carry a higher data security risk than traditional setups.
Secure networks, data encryption, and regular training for employees are required to be sure any vulnerabilities that come with remote working are minimized or eliminated. Again, the right tool will make all the difference here.
Looking ahead
The popularity of the hybrid model represents a giant step for the future of work. It’s a transformative model that doesn’t just resolve the immediate problems left over from the pandemic, but offers a solution that works going forward for businesses and their employees.
It’s a great opportunity for companies to redesign their work models so they’re more inclusive, not to mention more productive and happier employees.
But remember that when it comes to hybrid working, there is no one-size-fits-all approach. Each company will need to adapt the model to its unique needs, considering factors like industry, number of employees, budget, and more.
When implemented and managed correctly, the hybrid workplace model can be a great way to offer your employees more flexibility – something that’s sure to remain a priority for many people in the coming years.
By Fabian Sandoval
Fabian Sandoval is a project manager specializing in HR and workforce management for small-to-medium-sized businesses. He has over seven years of experience working with remote recruitment and employee productivity tools.
