The effects of the pandemic brought a critical eye to the challenges and successes of businesses around the globe. Companies and leaders were tested in their ability to act and adapt quickly. They implemented new practices, such as digital transformation and the evolution of traditional workspaces and remote teams.
The testing times pushed organisations to depart from the long-established on-site working model and adapt to the remote working model overnight. Homes dethroned offices as the best place to work and 9 to 5 was instantly dismissed by asynchronous working models. What followed were productivity gains, global talent pools, higher flexibility and employee satisfaction.
The hybrid work model can be called the productivity model: Deepika Bora
Having once tasted the freedom of choosing where and when to work, employees were quick to declare their intentions of never going back. Two years later, leaders are still contriving how to lure employees back to the office. As quick as the shift from office to remote working model was, seems like for many there may be no going back.
Hence, we can say the pandemic has irrevocably and irreversibly upended working models. Ms Deepika Bora, Co-Founder and Head of Hiring at Bridgentech, believes the hybrid model is the best-suited option for organisations and employees who lean towards higher flexibility without losing out on the structure of working from the office.
“The Hybrid model being an intermediate between traditional office work and remote work model can ultimately be called The Productivity Model. The hybrid model helps to build a clear mentality that potential and productivity matter more than the place of work. It is the best option for those who hesitate to shift to a completely remote environment for the sake of their privacy and data security. It also allows organisations to manage their high-security work process while giving the employees the flexibility to work remotely which in the end, results in bringing out optimum employee productivity,” Bora told People Matters.
Hybrid model is the key to employees’ work-life balance
According to Sidharth Agarwal, Director of Spectrum Talent Management, the hybrid model has become the ‘preferred model amongst employees.’ “As per our internal report, until Feb 2022 we were receiving about 85% requests for only work from home but now most of the offices have opened to hybrid models. The hybrid model of working has become a preferred model amongst employees in no time,” said Agarwal.
“It helps them optimise their productivity due to flexibility in schedule. A hybrid model has brought a balance in employees’ work-life which somewhere helps them perform better than before,” he added.
Hariraj Vijayakumar lauds HR leaders for enforcing hybrid model
During the pandemic, HR heads faced many challenges. They not only transformed their roles to benefit the company but also catered to the necessity and demands of their employees. Hariraj Vijayakumar, Founder and CEO of NWORX lauded the HR leaders for rising to the occasion, which assisted in maintaining balance in the corporate world. “The pandemic has accelerated the business imperative to implement a hybrid model of work. HR leaders have done a phenomenal job of initiating this change across the world,” said Vijayakumar.
He further added, “Now, many of them are analysing the productivity data. Most proactive HR leaders are actively experimenting with modern ways to build high-performance remote teams through the active development of critical competencies.”
Can hybrid model lead to employee dissatisfaction?
While we now know the many benefits of the hybrid work model, it’s not important that it can be fruitful for all firms. Sarbojit Mallick, Co-Founder of Instahyre talked about why HR leaders should consider being flexible with employees.
“Post pandemic there are three models of working that have emerged - remote, hybrid and onsite. Hybrid brings employees to the office occasionally, which can be good for engagement and learning. The physical atmosphere also helps onboarding new employees and can help many companies. Although hybrid is taking shape and work is being done in this model, the remote model works better in most of the setups. There are instances when hybrid can lead to employee dissatisfaction and may lead to exits. We have seen tools being developed to make remote work productive. Hybrid model works best for creative work, jobs where sales and operations are involved in the majority,” Mallick told People Matters.