What’s the future of work in the next few years? Well, it’s the hybrid model! In fact, the idea of adapting a flexible work environment has been under consideration for over a decade now.
But with the onslaught of COVID-19, employers have been forced to rewrite the rules — quickly. Now, organisations are rapidly introducing remote working and this has set the bar for the new status quo. Physical places will obviously never become obsolete. But the structure has to be redefined to fit the new future of work. And this is where a hybrid model comes in.
What is a Hybrid Model and How is it Beneficial for the Future of Work?
With the transformation of the physical workplace, we should be prepared to change our traditional expectations around the way and the hours we work. Employee experiences must evolve as organisations transit toward a more hybrid model. Neither can everyone work at the same time — whether it’s online or offline. They will rather work at a schedule optimised as per their own circumstances. Read More: Corporate Training Platform
The future of work will demand the perfect amalgamation of technology and humans. And this shift will positively impact companies in mainly three ways:
Employees Scattered in Different Locations Globally
With telework becoming a norm, several businesses will witness the upsides of flexible work policies. They will have the option to either be partially or fully remote. What does this entail? They can recruit employees across time zones, expanding their talent pool. Businesses who have implemented telework practises have discovered that they may save money on overhead, provide greater work-life balance to their employees, and hire from a growing pool of talent. They can also put the rent and cost savings towards staff retention. Read More: Online learning management system
Increase in Value-added Programs
Many firms have expanded their mental health and wellbeing offerings in innovative new ways as a result of the huge stress placed on employees during the pandemic. Some organisations, for example, provide monthly virtual team meditations led by prominent psychology experts.
Employees appreciate the flexibility of these programmes, which contain a clear commitment to the organization’s overall well-being. Leaders recognise that providing genuine support to their teams allows them to perform at their best, with additional resources accessible as required.
Minimisation of Environmental Impact
The present work culture has completely ditched the routine of five-day commutes in high-emission vehicles to and from the office. Many business visits have also been changed to virtual formats as a result of the broad use and growth of virtual events and conferences. This has resulted in a significant drop in corporate travel. Reduced high-emission travel is already a significant contribution to reducing climate change, and increasing use of remote work practises will bolster this trend. Read More: Corporate Learning
Conclusion: Incorporating a New Paradigm to the Future of Work
Many of the executives state that they are confused when they implement new hybrid work arrangements. But, in reality, this new era of hybrid work is the result of years of research. Although the tactics may be different than in the past, the markers of good teamwork will stay essentially unchanged. According to decades of research, the effective hybrid teams of the future of work will be defined by team design, launches, and coaching—in that order.
