Technology has changed how we workand where we work.
Even before the COVID-19 pandemic, remote jobs were a growing option in select industries. Post-pandemic, the floodgates are open, and remote work has become a massive opportunity for employers and employees alike. Technology has redefined work, giving organizations flexibility and the tools they need to improve productivity.
Technological innovation has created tools that provide greater flexibility and improved productivity, but these new opportunities aren’t flawless. As we navigate the potential of remote capabilities, like hybrid work, we must do so with a complete understanding of their benefits and drawbacks.
Let’s explore the upsides and the downsides of a hybrid job, how you can find a hybrid work schedule that works best for you, and the transition to hybrid work in this era of new digital opportunities (and challenges).
What is hybrid work?
The word “hybrid” in hybrid work refers to a balance of a role’s designated work environment between an in-office setting and a remote one.
The flexibility offered in a given hybrid position may vary on a case-by-case basis. How much a hybrid job favors an in-person setting over remote work—and vice versa—depends entirely on the type of role or work model. It can also be influenced by the particulars of the role or the industry, amongst other factors.
Additionally, hybrid jobs may retain negotiability on this in-office, remote balance on an ongoing basis. If remote employees and employers come to an adaptable dynamic that meets the needs of both parties, then all’s well that ends well.
So, how does a hybrid work … work?
Let’s run through a quick example of a hybrid position so you have a clear understanding of what the general model looks like.
Example of a hybrid model
John is a web developer. Because of the nature of his role, he is not required to be on-site to perform his duties. With his employer’s approval, he transitions into a hybrid role. The agreement reached between John and his employer stipulates that he only needs to come in twice a week.
For the rest of the workweek, John can work from his home office, where he can comfortably set his schedule, provided he meets his assigned goals for the week.
Types of hybrid work models and schedules
Flexibility is baked into the hybrid remote work model.
That being the case, there are several types of hybrid work models, each with different balances between in-office or at-home schedules. While there are potentially as many hybrid model variations as there are companies that embrace them, these concrete examples give you a firm basis for choosing a hybrid model that works for you.
1. Flexible hybrid work model
A flexible hybrid work model is a loose framework that emphasizes flexibility, as the name suggests. Hybrid workers using these models might not have an explicit schedule, with no established preference for either on-site or remote options.
Flexible hybrid models allow for the most negotiability between employee and employer in establishing an agreeable balance. Due to their flexible nature, employees and employers operate on a case-by-case, day-by-day basis.
For example, suppose Joan’s employer utilizes a flexible hybrid work model. Her organization has a hybrid workplace, an on-site coworking space that hybrid employees can visit when they please. Alternatively, they are free to work from home at their leisure.
2. Fixed schedule hybrid work model
Leaving out ambiguity, fixed schedule hybrid work models make hard determinations on the balance between on-site and at-home settings. While favoring such determinations, a fixed schedule model does not necessarily prefer the workplace over a digital setting or vice versa.
The definitive feature of these models is simply that they make a clear decision about where hybrid employees work and how often. Imagine Kim’s role has a fixed schedule model. Her organization’s policy states that she works three days of the week—Monday, Thursday, and Friday—at home. She comes into the office Tuesdays and Wednesdays part-time for tasks that require an on-site presence.
3. Workplace-first hybrid model
As the name suggests, workplace-first hybrid models give precedence to on-site work. These models have flexibility, but their flexibility is based on a prevailing workplace-first policy.
In other words, the expectation is that employees will conventionally come to the workplace. However, while they are outside the norm, hybrid opportunities exist; employees may be able to negotiate occasional remote workdays at certain times.
For instance, Jay’s job typically requires him to go to the office five days a week full-time— a workplace-first hybrid model. However, because of an appointment on Thursday, he gets work-at-home approval for that day.
4. Digital-first hybrid work model
The opposite of workplace-first models, digital-first hybrid work models give precedence to remote work settings. As with the previous model, flexibility still exists within a digital-first framework.
In this case, visits to the workplace are out of the ordinary. Scenarios that prompt an on-site presence might include a request by management to come on-site for a specific task or simply because an employee prefers to go to the office on a particular day.
Picture this: Darius primarily works from his home office in his digital-first role. An aberration in his organization’s software requires him to make a rare work arrangement to go on-site to resolve the problem.
Benefits and downsides of hybrid work models
There are myriad ways to implement a hybrid capability for a role. But should you?
While hybrid models have grown in popularity over the past couple of years, that doesn’t mean they’re a good fit for everybody. They have advantages and disadvantages for both employers and employees.
To a large extent, the jury is still out on how to best implement hybrid work models. In one Gallup poll, nine in 10 employees reported a desire to maintain hybrid models to some degree. However, 65 percent of respondents to a Microsoft survey indicated they craved more in-person interactions in the wake of the pandemic.
Consider these defining drawbacks and benefits of hybrid work models before implementing one yourself.
Benefits
Increased productivity
A benefit shared by employees and employers is the effect hybrid work can have on productivity. One study found that not only do a majority of employees prefer them, but hybrid models also promote productivity and employee engagement. Employees like hybrid work; employers like improved productivity — a win-win situation for all involved.
More work-life balance
Many remote advocates enjoy hybrid models because of the equilibrium they bring to the work-life balance. Remote settings enrich employees’ personal lives in two ways:
- First, employees save personal time on the commute to and time spent in the workplace.
- Second, remote settings allow employees to accomplish more personal items on their own time.
For instance, when working from home, workers have the chance to cook for themselves, exercise, and work at a pace that works best for them.
Fewer hiring barriers
Remote capabilities remove locational barriers and remove hiring barriers for employers. Instead of hiring candidates close to the workplace, employers can select people who live further away or on a contractual basis. Less emphasis on the workplace setting expands the talent pool for open positions.
Save on real-estate costs
Real-estate costs are a massive line item for employers. Because they enable at-home work, hybrid models can significantly reduce property expenses. Employers can downsize their workplace setting in proportion to their willingness to favor remote roles.
Downsides
May weaken company culture
Workplace interactivity is a catalyst for your organization’s culture. With fewer people there are in the office, an overabundance of hybrid roles may corrode the ties that bind. Considering that workplace culture is closely associated with performance, it’s worth weighing the risks of hybrid roles if they put your workplace culture in peril.
Dependent on technology
Hybrid roles can be a fantastic solution, at least when everything works as it should. Remote capabilities over-rely on complex technological systems that are not guaranteed to run at one hundred percent 24/7—just ask anyone who’s worked in IT. Overreliance on remote workers invites catastrophe if the systems underlying them fail, even to a minor degree.
Process supervision and maintenance requirements
While hybrid roles can untangle inefficiencies of the conventional workplace setting, they can also create new ones. An increase in hybrid roles necessitates an increase in supervisory human resources roles to monitor team members.
Furthermore, an increase in hybrid roles puts added strain on the technological infrastructure that enables them, requiring more stringent maintenance requirements for IT.
Industry limitations
The degree of remote capability in a given role depends on the field. However, the nature of many roles severely limits remote capability, if not rendering hybrid positions completely incompatible.
Roles with in-person emphases, like many in healthcare and education, are so limited in hybrid capability that it simply isn’t an option.
The key to building hybrid work culture: 4 best practices
While many workers still value in-person settings, the overwhelming consensus is that hybrid roles are here to stay. While implementing practical processes, communicating effectively, and using the right tools can help build and maintain your organization’s culture when transitioning to hybrid work models, the real key is to foster inclusivity, trust, and empathy between teams.
To preserve a productive work culture as you adapt to a new paradigm, consider implementing best practices like these:
Build trust within a company
A transition into a hybrid-friendly model can create confusion for both employees and employees. To ensure you have the confidence of your teams, remain transparent, open to negotiation, and trustworthy as you make the change.
Establish clear lines of communication
Transitory periods require clear lines of communication; make sure information circulates effectively while you implement changes. Plus, building new lines of communication to accommodate a hybrid paradigm should happen sooner than later. The effectiveness of communication channels in a new hybrid framework at launch depends on your level of preparation when you establish them beforehand.
Implement practical processes
The transition to hybrid models can easily become more complicated than it needs to be. Work to find the simplest, most practical solutions while you implement new changes; it won’t just make the transition easier, but it will create a more effective foundation for the long term.
Equip teams with the tools they need
The change to hybrid requires teamwork. For a smoother process, make sure your teams have everything they need to make the transition, like laptops or video conferencing tools. The sooner they can set themselves up in their new role, the sooner they can get back to the tasks at hand.
How hybrid jobs are shaping the future of work
Though hybrid models increase our physical distance, they deepen our connections. The hybrid model acknowledges the employee’s desire for a more fulfilling work-life balance; they put people first by giving them more autonomy over their lives.
People-first models are a rising tide that lifts all boats.
Employees report deeper satisfaction with their work, which in turn has been correlated with improved performance. Going hybrid connects a larger talent pool of happier, harder-working people to an open position. Today, employers can hire and retain great talent, providing an attractive balance of employee satisfaction and team productivity.
Transitioning to hybrid can seem daunting, but the payoff for everybody involved is incontestable. Hybrid is the future, and it’s a brighter one.
