Today’s world is a largely segregated place that is roped together through connected technologies. After the onset of the Coronavirus pandemic, we moved from our offices to our homes out of necessity. While it was due to the government orders for slowing down the spread of the virus, employees have now become used to working from home.

The Hybrid workforce model is not an out of the box model that all businesses can just run with.

The CEOs have discovered that working from home can provide significant productivity gains and health benefits for their workforce, but they have also noticed some shortcomings. Balancing the needs of both employees and the company is challenging and left leaders with some hard decisions. Here, a ‘Hybrid Workforce Model’ could provide the way forward.

A Hybrid Workforce is a blend of virtual and in-person working. It caters to a flexible work structure where some team members work solely from home, some from the office or a centralised location, or others that float between home and the office. The main point of a Hybrid Workforce Model is that it caters to the employee’s needs, allowing the employee to decide what works for them to be productive and healthy.

There are some balancing to do but let’s take a look at the positives and the challenges of adapting a Hybrid Workforce Model.

Positives

  • Smaller workforces provide a more straightforward approach to bringing employees back to work safely.
  • Flexible and agile teams can quickly move to a new process or strategy when needed.
  • Retain employees by providing a better work-life balance that fits the needs of their families.
  • Reduce per-head office-based costs for non-office-based employees.

Challenges

  • Communicating with employees becomes more complicated when some employees are together, whilst others are located remotely. Meetings usually function better when everyone is either all present or they are connecting entirely remotely.
  • Additional threats to cybersecurity make for an expensive problem that is continuously growing.
  • Innovating becomes more complex as collaboration takes a hit when human dynamics are changed.
  • Company culture is not quite the same when nurturing employees remotely, especially when onboarding new employees.

The Hybrid workforce model is not an out of the box model that all businesses can just run with. Each company has a unique culture and workflow; going hybrid needs to be experimented with, flexible work. Policies that focus on client and employee needs must be considered.

Additionally, those who deploy a hybrid workforce model will leave open the door for new talent to be onboarded outside their everyday office commute. It could be ideal when hiring for in-demand roles that are hard to source usually.

To conclude, we are reimagining the work process and workspace due to the Coronavirus pandemic. The initial concerns of working from home and drops in productivity were unfounded, but the challenges and costs of managing remote teams are genuine. We know that the future of work will undoubtedly be different from what it was pre-pandemic and should be welcome.

Further Readings

The Future of Work: The Hybrid Workforce - https://www.forbes.com/sites/forbescommunicationscouncil/2020/11/11/the-future-of-work-the-hybrid-workforce/?sh=36e19a6f362a

Are You a Hybrid Workforce Champion or a Laggard? - https://www.gartner.com/smarterwithgartner/are-you-a-hybrid-workforce-champion-or-a-laggard/