Hybrid Workplace: A Quick Guide
What is a hybrid workplace?
Hybrid work is a mix of virtual and on-site work. It gives employees the flexibility to work from home or from the office, depending on their needs and preferences.
The term “hybrid workplace” was coined by David Burkus, who penned a paper on the topic for NCR Corporation in 2000. He defined such an atmosphere in which workers may use all sorts of job tools and information from anyplace via various platforms.
What is a hybrid workplace model ?
A hybrid workplace model combines the benefits of a standard employer-employee relationship with the freedom of being an independent contractor. The employee gains access to perks and protections from his or her employment while still having greater flexibility in their schedule and location.
A hybrid workplace model (HWM) is a new way of working that mixes features of a 9-to-5 or 8-to-4 job with the freedom to work when you choose. It’s a more modern, technological method for people who wish to be their own boss and have control over their schedule.
Why are companies shifting to hybrid work?
Workers wanting to work more flexible hours are attracted to industries with a hybrid job model. This is advantageous for employers who need access to increased labor flexibility, as well as additional talent and skills. Businesses that do not offer a hybrid work model may miss out on attracting and retaining the talent they require to succeed in the future.
Is a hybrid workspace different from a hybrid workplace?
Hybrid work models are driving a shift from a location-centric perspective on where work is done (workplace) to a more person-centric one (workspace). Workplace: A workplace is traditionally been defined as the physical office location of a company, where staff may operate onsite at times.
Hybrid workstation: A workstation is any location where an employee works at any one time. A hybrid workplace might be a workspace in the company’s physical office or a home study.
It might also be used to describe a hotel room desk, where an employee is working from and connecting to the company network while traveling. Technology, including both software and hardware, helps secure collaboration and communication across all hybrid workspace locations.
Does hybrid work require less office space?
Companies that choose to implement a hybrid work model will save money on office space. If an employee spends two days working from home, that’s two less people in the office using workstations, meeting rooms, and other common areas.
In addition, companies may find that they need less office space overall if they allow employees to work from home part of the time. Fewer people in the office means that businesses can downsize their physical footprint and save on rent or mortgage payments.
How do you manage a hybrid team?
The key to managing a successful hybrid team is effective communication. Employees should feel comfortable communicating with each other whether they’re in the same location or not.
Technology can help facilitate communication by providing video conferencing capabilities, instant messaging platforms, and file sharing tools.
It’s also important to set clear expectations for employees regarding when they’re expected to be available and how they should communicate with each other.
With the right tools and communication protocols in place, hybrid teams can be just as effective as traditional office-based teams.
Technology foundations for hybrid work
- Intelligent, intuitive workplace technology
- Zero-trust security
- Real-time collaboration
- Full-stack observability
- Secure access service edge (SASE)
These are just a few of the technology foundations that will enable your workforce to be more effective as they move between working from home, the office, or on the go. But with so many options and so much change happening so quickly, how do you decide what’s right for your business?
The first step is understanding that there is no one-size-fits-all solution for hybrid work. Every organization is different, and each will need to tailor its technology solution to fit its own unique needs.
However, there are some common themes that all businesses should keep in mind as they consider their hybrid work strategy:
Intelligent, intuitive workplace technology: Look for tools that make it easy for employees to find the information and resources they need, when they need them. The best solutions will be user-friendly and offer features like personalized recommendations, search, and social networking.
Zero-trust security: With more employees working outside the office, it’s important to have a security strategy that doesn’t rely on traditional perimeter defenses. Instead, look for solutions that provide user and device authentication, data encryption, and activity monitoring.
Real-time collaboration: Today’s workforce is more distributed than ever before, so it’s important to have tools that enable employees to work together regardless of location. Look for solutions that offer video conferencing, chat, file sharing, and co-editing capabilities.
Full-stack observability: As your hybrid environment becomes more complex, it will be important to have visibility into all aspects of your IT infrastructure. Look for solutions that offer comprehensive monitoring and reporting capabilities.
Secure access service edge (SASE): A SASE platform provides a unified security solution for both on-premises and cloud-based resources. It includes features like identity and access management, data protection, and network security.
When it comes to selecting the right technology foundation for your business, there is no one-size-fits-all solution. However, by keeping these common themes in mind, you can be sure to select a solution that will enable your workforce to be more effective as they move between working from home, the office, or on the go.
What are the types of hybrid work models?
Google is considering a flexible work schedule in which employees would work in the office three days per week but have the choice of two days to work remotely.
Bank of America is testing a model in which employees work from home two days per week and come into the office for three days.
Goldman Sachs has implemented a model in which employees work from home four days per week and come into the office one day per week.
These are just a few examples of the many different types of hybrid work models that businesses are considering. The key is to find what works best for your business and your employees. There is no one-size-fits-all solution, so it’s important to experiment and find what works best for you.
What are some of the benefits of hybrid work?
There are many benefits to implementing a hybrid work model, including:
Improved work/life balance: With the ability to work from home, employees will have more time for family and personal commitments.
Increased productivity: Employees who are given the flexibility to work from home tend to be more productive.
Improved morale: Giving employees the ability to work from home can improve morale and job satisfaction.
Reduced office costs: With fewer employees in the office, businesses can save on overhead costs such as rent, utilities, and janitorial services.
According to recent research conducted by Dimensional Research, 99 percent of knowledge workers recognize the advantages of working from home, including greater flexibility, no commute, and more time with family and friends. 95% of knowledge workers want to return to the workplace for activities like team building, collaboration, and connection with coworkers. n53 percent of large businesses intend to reduce their office presence in order to save money.
What are some of the challenges of hybrid work?
There are also some challenges that businesses need to be aware of when implementing a hybrid work model, including:
Technology infrastructure: A successful hybrid work model requires a robust technology infrastructure, including reliable connectivity, secure access to company resources, and the right tools for collaboration.
Cultural change: A hybrid work model can require a cultural shift for some businesses. Employees need to be comfortable working with colleagues who are not in the same location, and managers need to learn how to manage remote employees.
Work/life balance: While the ability to work from home can improve work/life balance, it can also lead to “work creep,” where employees feel like they are always working. Businesses need to make sure they have policies and procedures in place to prevent this.
What are some of the trends affecting hybrid work?
There are a few key trends that are affecting hybrid work models, including:
The rise of the gig economy: The gig economy is a growing trend in which businesses use independent contractors for short-term projects. This can be a good option for businesses that need flexibility in their workforce.
The growth of remote work: With more and more businesses offering remote work options, employees are becoming more accustomed to working outside of the office. This is making it easier for businesses to implement hybrid work models.
The rise of mobile devices: Mobile devices are making it easier for employees to stay connected and productive when they are not in the office. This trend is making it easier for businesses to offer flexible work options.
What factors are driving hybrid work?
Hybrid work was initially popular during the COVID-19 epidemic, when businesses switched to remote work and used virtual collaboration applications to stay productive.
Before the epidemic, some organizations had hybrid and remote employees, but those working arrangements accelerated overnight as most of the staff moved from in-person meetings to kitchen table virtual collaboration.
After being exposed to the advantages and drawbacks of remote work, businesses are creating hybrid work models to provide employees with more flexibility while still maintaining face-to-face interactions that are essential for the company’s community and culture.
What is a hybrid work schedule?
Hybrid work allows you to schedule your working hours, but it’s crucial to inform your team about them.
Team members should be treated with empathy and compassion, and team leaders should use their skills to ensure that each individual circumstance is handled in a way that works best for everyone.
The shift from concentrating on location and hours worked to the outcomes that are accomplished is a major component of a hybrid workplace.
In order to be successful, it’s important to have realistic expectations and a plan in place.
There should be guidelines set by both the employer and the employee so that everyone is on the same page.
If you’re thinking of implementing a hybrid work schedule, here are a few things to keep in mind:
1. Define what success looks like for your company. What specific goals do you hope to achieve by giving employees more flexibility?
2. Do your research and develop a plan. There are a lot of different ways to approach a hybrid environment, so it’s important to find the solution that makes the most sense for your business.
3. Communicate your expectations clearly. All employees should understand what is expected of them and what the consequences are for not meeting those expectations.
4. Be prepared to adjust as needed. No plan is perfect, and you may need to make changes along the way. Be open to feedback from employees and willing to change course if necessary.
5. Have a backup plan. There will always be unforeseen circumstances, so it’s important to have a contingency plan in place.
A hybrid work schedule can be a great way to improve employee productivity and satisfaction while also giving your business the flexibility it needs to thrive. By keeping these tips in mind, you can set your company up for success.
How do I build a hybrid workplace culture?
Keeping the culture intact as work has grown beyond the confines of the office necessitates a change in our thinking about shared purpose.
Colleagues must collaborate and form ties, whether they’re physically together or virtually, and your collaboration tool should allow for interactions that would take place if people were in the same room.
When organizations combine the physical and online environments, they can have it all.
A recent study by the Harvard Business School found that a hybrid work model—which they defined as a mix of in-office and remote work— can lead to the best outcomes for both employees and employers.
The key is to get the mix right, which means finding the balance between giving people the option to work from home when they need or want to, and bringing them into the office for face-to-face collaboration.
There are a few things you should keep in mind if you want to build a hybrid workplace culture:
1. Define your company’s purpose and values. What does your company stand for? What do you want your employees to achieve?
2. Encourage collaboration. Make sure your employees have the tools they need to collaborate effectively, whether they’re in the office or out of it.
3. Promote work-life balance. Give employees the flexibility they need to manage their personal and professional lives.
4. Be open to feedback. Encourage employees to give you feedback on how the hybrid model is working for them. Be willing to make changes if necessary.
5. Have a plan B. Things don’t always go as planned, so make sure you have a contingency plan in place.
Building a hybrid workplace culture can be a great way to improve employee productivity and satisfaction while also giving your business the flexibility it needs to thrive. By keeping these tips in mind, you can set your company up for success.
Are hybrid and remote work good or bad for employee engagement?
Although many people believe that employee engagement will decrease if employees don’t go into the workplace every day, research suggests that mixed and remote work can boost employee engagement.
According to a recent poll, 79% of knowledge workers claim that their engagement level has remained the same or improved since they began working remotely.
There are a number of reasons for this. First, remote work gives employees more flexibility and control over their work-life balance. This can lead to increased levels of satisfaction and productivity. Secondly, working from home (or from a remote location) can help employees to focus on their work and avoid distractions. This can also lead to higher levels of engagement.
So, while there are some potential downsides to hybrid and remote work, the benefits appear to outweigh the drawbacks. With the right support and infrastructure in place, employees can be just as engaged – if not more so – when working remotely as they would be in an office environment.
One potential downside of hybrid and remote work is that it can lead to feelings of isolation. If employees are not able to interact with their colleagues on a regular basis, they may start to feel disconnected from the company. This can impact their levels of engagement and motivation.
Another potential issue is that employees may have difficulty separating work from home life. This can lead to burnout and stress. It is important for employers to provide support and guidance to employees who are working remotely, in order to help them manage their work-life balance.
Despite these potential drawbacks, hybrid and remote work can be beneficial for both employers and employees. Employees have more control over their schedules and are able to manage their work-life balance more effectively. And, when done right, remote work can actually lead to higher levels of engagement and productivity. With the right support in place, hybrid and remote work can be a win-win for both employers and employees.
Why should I go into the office?
According to a recent survey, nearly three out of four knowledge workers (73%) said they would go into the office for tasks like: Team building Collaboration Connections with colleagues With a mixed working model, the purpose and capabilities available in each area must change.
With 98% believing their future meetings will contain remote participants, video conferencing technology should be available in most spaces.
If you want to decrease your office size, you’ll need hot-desking and office navigation technology so that everyone can be productive and get started quickly in any area.
Is there a difference between hybrid work and working from home?
- Freelancers who work from home frequently may not have the opportunity to go into the office.
- Hybrid professionals have the freedom to pick where and when they work, providing them with greater job satisfaction.
- According to a poll, 49 percent of remote workers report feeling lonely, 37% have more distractions to deal with, and 35% struggle to connect with their coworkers.
What’s the best collaboration solution for hybrid work?
Choosing the appropriate collaboration technology is one of the most crucial decisions you’ll have to make when adopting a hybrid work approach.
Many businesses had to make fast judgments about which technology they would use to support a remote workforce when the epidemic occurred.
But quick decisions are not often the best decisions.
There are many different types of collaboration solutions on the market, and each has its own set of features and capabilities.
The right solution for your business will depend on a number of factors, including the size of your company, the type of work you do, and the way your employees like to work.
Some of the most popular collaboration solutions for hybrid work include:
-Slack
-Zoom
-Microsoft Teams
-Google Hangouts
-GoToMeeting
Each of these solutions has its own strengths and weaknesses. It’s important to take the time to evaluate each one carefully before making a decision.
The best way to decide which collaboration solution is right for you is to try it out. Many companies offer free trials of their products, so you can test them out before making a commitment.
What are some tips for making hybrid work successful?
There are a few things you can do to set your company up for success with hybrid work. First, make sure you have the right technology in place to support remote and hybrid work. This includes video conferencing, office navigation, and hot-desking solutions. Second, provide training and support for employees who are working remotely. This will help them stay connected and productive. Finally, make sure you have clear policies and procedures in place for both in-office employees and remote workers. This will help everyone know what to expect and how to stay safe and healthy while working. With the right preparation, hybrid work can be a great way to improve productivity and engagement.
Hybrid work: Making it fit with your diversity, equity, and inclusion strategy:
Organizations are increasingly recognizing that hybrid work can be a powerful tool for promoting diversity, equity, and inclusion (DEI).
By definition, hybrid work models allow employees to blend work from different locations – including from home – in ways that fit their individual needs and preferences.
This flexibility can help to create a more diverse and inclusive workforce by making it easier for people of all backgrounds and abilities to access opportunities that might otherwise be out of reach.
However, while hybrid work models have the potential to support DEI objectives, they also come with some challenges.
In particular, organizations need to be aware of the potential for hybrid work arrangements to exacerbate existing inequalities if they are not properly designed and managed.To ensure that hybrid work supports DEI, organizations need to take a strategic approach that starts with a clear understanding of their goals and the potential impacts of hybrid work on different groups of employees.
From there, they can develop policies and practices that promote equity and inclusivity while also ensuring that business needs are met.
Some tips for promoting DEI through hybrid work include:
-Encouraging employees to take advantage of the flexibility afforded by hybrid work arrangements to create schedules that fit their individual needs and preferences.
-Ensuring that all employees have access to the resources and support they need to be successful in a hybrid work environment.
-Making sure that managers are trained in how to effectively manage and communicate with employees who are working from different locations.
-Encouraging employees to take breaks throughout the day to avoid burnout.
-Providing opportunities for employees to socialize and connect with one another virtually.
-Encouraging employees to share their ideas and feedback on how the organization can improve its hybrid work model.
By taking these steps, organizations can create hybrid work models that promote DEI while also meeting business needs.
A hard look at hybrid
Who likes hybrid work most?
Employees with impairments were 11% more likely to favor a hybrid work model than those without.
Hybrid work was more popular among both genders, with more than 70% of respondents expressing a clear preference for it. Nonbinary workers, on the other hand, were 14% more inclined to want it.
Who among your contacts would be willing to quit if hybrid work were no longer available?
The following demographic groups said they’d depart if hybrid employment weren’t accessible: Younger employees (those aged 18 to 34) were 59% more likely than older workers (55–64 years old) to leave. Employees who are Black, LGBQ+, or both were 14 percent more likely to leave than heterosexual coworkers.
A successful hybrid workplace of one’s own?
We think it signals a lack of leadership when leaders don’t understand their employees’ needs, wishes, and expectations in order to manage the current shift.
A company with no clear vision or purpose is unlikely to be able to adapt, change, and grow in order to embrace digital transformation. This necessitates establishing policies and encouraging CEOs to solicit employee input on a regular basis as part of small pilot projects with new agile methods.
Leaders might then build on these findings by implementing the ideas outlined in our study as a solid base for an inclusive workplace.
Building the inclusive hybrid workplace
Work–life support
When coworkers support one another in creating a culture of work–life support, they may also aid in the enforcement of acceptable behavior: employees might encourage one another to utilize mental-health benefits, leave policies, and other methods for drawing a distinction between work and personal life.
The effect on workplace culture can be dramatic when colleagues hear peers share their ideas and experiences in the journey toward work–life balance or when they crowdsource solutions to common challenges.
Newer colleagues often find this especially helpful.
In order for work–life support to become part of an organization’s culture, it needs to be modeled by leadership and discussed openly.
This can normalize the importance of achieving a healthy work–life balance and help reduce the stigma around asking for help in maintaining one.
Flexibility
Offering employees greater control over their workdays may result in increased satisfaction and loyalty, lower stress levels, and improved focus and productivity.
Additionally, by providing employees with more flexibility, organizations can send the message that they trust their workers to get the job done in whatever way works best for them.
When designing flexible work policies, it is important to consider the needs of all employees, including those with caregiving responsibilities or other personal commitments.
Organizations should also make sure that employees have the resources they need to work remotely, such as a quiet space, a reliable internet connection, and the necessary equipment.
Communication and collaboration
Employees who feel connected to their coworkers are more likely to be engaged with their work and to have a positive attitude toward their employer.
There are many ways to foster a sense of connection in the workplace, including regular check-ins, team-building activities, social events, and opportunities for mentorship and coaching.
In order for remote workers to feel like they are part of the team, it is important to include them in all aspects of the work process, from planning and decision-making to execution and evaluation.
This can be done through regular video calls, instant messaging, or even just checking in via email or text message.
It is also important to give remote workers the opportunity to socialize with their coworkers, whether that means organizing virtual happy hours or coffee chats or sending care packages.
Diversity, equity, and inclusion
A diverse workforce is a more innovative and effective workforce.
When employees feel like they can be themselves at work, they are more likely to be engaged and productive.
In order to create a culture of inclusion, organizations need to proactively address issues of diversity, equity, and inclusion.
This includes developing policies and procedures that promote fair treatment for all employees, regardless of race, gender, religion, sexual orientation, or any other protected characteristic.
It also includes providing training on unconscious bias and microaggressions, as well as creating safe spaces for employees to have honest conversations about these topics.
Leadership should also be held accountable for promoting diversity, equity, and inclusion in the workplace.
This means that leaders must create an environment where all employees feel valued and respected.
When employees feel like they are part of a team that is working toward a common goal, they are more likely to be engaged and productive.
In order to create a culture of collaboration, organizations need to provide opportunities for employees to work together on projects, share ideas openly, and give and receive feedback constructively.
Leadership should also encourage employees to take risks and experiment with new ideas.
Team building
Team building came in second, after work–life support, as a priority inclusion practice in the hybrid workplace among our survey respondents.
Employees value its flexibility and perks, but it might also encourage isolation, especially if team cohesion is lacking.
According to certain studies, virtual work might also lead to more static and compartmentalized collaboration.
Mutual respect
- Managers should also encourage two-way feedback from employees to allow them to express what is working well and where improvements may be made.
- It’s fine to offer both good and bad comments, regardless of the type.
- Finally, respondents noted, celebrate and amplify employee contributions and create an environment that regularly recognizes such moments.
What Should You Ask If Your Company Is Considering a Hybrid Work Model?
- Hybrid work has a variety of meanings for each company, so be sure to inquire ahead of time.
Flexibility and Logistics Questions
- If I have to come into the office on a day that I planned to work remotely, will there be enough room to do so?
COVID-Specific Questions
- You may have additional concerns in this area if your work, office location, and company rules vary during a pandemic, but make sure you ask any question that makes you feel secure about returning to the workplace.
- What are the office cleaning procedures when different workers come in and out for in-person hours?
- Is there a spot in the workplace where workers are not required to wear a face mask?
Equity Questions
- These questions, and others like them, will help you avoid being penalized for using your company’s hybrid work policies to their fullest potential.
- It’s also important to inquire about any concerns you may have regarding performance evaluations, productivity, and chances to interact with teammates, managers, and leaders.
- It’s important to ask questions in order to understand the situation. Asking such things may assist management in considering future consequences that they might have overlooked.
Use the right hybrid work tools
Hive has excellent project management and collaboration tools, including: Resourcing and time sheets Time tracking and billings The Hive Forms software makes it simple to conduct pool surveys and get feedback Group chat with direct messaging as well as note-taking in Zoom meetings Native email communication Native communication There are also several popular features that have been made by users on the Hive Forum, such as Capterra’s top 9 worldwide project management platforms, which received a perfect score of 100.
The hybrid future of work: Challenges and promise
If you put in the effort to make it worthwhile, creating an exceptional hybrid work experience will be well worth it.
The benefits for those who completed it before the pandemic and are still doing so today have already been demonstrated.
Hybrid teams that are exceptionally led have more engaged personnel, more intentional and meaningful interactions, and greater flexibility to integrate work and home life.
