The coronavirus pandemic has prompted many organizations to adopt remote work on a large scale. So far, the results have been positive: by introducing a hybrid work model, employees have achieved a better work-life balance and can operate with the same (if not higher) productivity and efficiency.
However, this unexpected shift also comes with its own set of challenges. Employers are concerned that remote work may complicate team management and minimize their control over employee activities. Now is the time to experiment with a hybrid work model, where work is distributed evenly between remote and office settings. Let's take a closer look at the benefits of the hybrid work model.
A hybrid work model simplifies workflows by combining office-based, remote, and semi-remote employees, providing all employees with the autonomy needed for efficient work. For example, employees in research and development may need to use specialized tools in the office, while those whose work only requires internet-connected devices can easily perform their tasks in a hybrid work environment.
The increasingly common remote work trends, such as Bring Your Own Device (BYOD) and Choose Your Own Device (CYOD), integrate well with the hybrid work model. Allowing employees to use their own devices—whether working remotely or in the office—can reduce IT costs. These policies can also boost productivity, as employees are more familiar with their own devices than with company-provided ones.
The mantra of BYOD and CYOD is to allow employees to work anytime, anywhere. However, it also brings security challenges that desktop virtualization solutions (such as Parallels® Remote Application Server (RAS)) can address. With Parallels RAS, employees can securely access centralized server resources in the office using BYOD and CYOD. (We will discuss this in more detail later in the article.)
Types of Hybrid Work Models
Choosing the ideal hybrid work schedule for your company is crucial. Each schedule comes with different advantages and challenges. The basic categories of work schedules are briefly described as follows:
- Casual Hybrid: Employees can decide when to come to work.
- Biweekly: Your business designates specific dates for on-site and remote work based on team or function.
- Manager-Scheduled Hybrid: The dates when teams report to work are decided by the manager.
- Hybrid Mix: A combination of all three possibilities.
What are the Six Major Advantages of a Hybrid Work Model?
Now that you are familiar with what a hybrid work model is, let’s explore the six major advantages of using this model.
- Better Collaboration and Work Relationships
Many organizations can achieve true innovation more effectively when their employees can collaborate face-to-face for at least part of their time. When all employees work from home and can only meet virtually, it may be harder for your company to innovate and grow.
Traditional office-based work with its face-to-face interactions makes collaboration easier. It allows employees to socialize with colleagues, chat during breaks, and discuss useful ideas in informal face-to-face conversations to help them innovate. Although remote work tools do allow for interaction, this interaction is different from that in an office setting. There is also the issue of "Zoom fatigue" or virtual meeting burnout, which can lead to communication breakdowns and reduced collaboration in remote work settings.
While employees can solve problems together remotely, the lack of face-to-face interaction can hinder work relationships. True in-person contact helps employees build closer relationships with colleagues and fosters deeper connections, trust, engagement, and loyalty—all of which promote collaboration and innovation. Deploying a hybrid work model allows employees to have the best of both worlds. They can experience the benefits of collaboration and face-to-face relationships while also having the opportunity to handle tasks that require high personal attention remotely.
- Improved Work-Life Balance
Work-life balance is a crucial aspect of any healthy work environment. It helps prevent burnout and minimizes stress, which can negatively impact employees' mental health and lead to physical ailments such as high blood pressure, chronic pain, and heart disease.
An analysis by Harvard Business Review indicates that burnout-related physical and mental health issues cost U.S. organizations between $12.5 billion and $190 billion annually in healthcare expenses. When you consider the additional costs of increased turnover, talent loss, and decreased productivity, these costs only rise.
Organizations that prioritize work-life balance can maintain a healthier, more efficient workforce and save money. The hybrid work model is well-suited for achieving this balance by offering employees the choice of working remotely or in the office.
With a hybrid model, your employees can better balance their personal lives with work responsibilities. When working from home, employees can organize their day to include necessary tasks, such as taking children to school or going to the doctor. This allows them to take control of their daily lives, improving their focus and attention during work.
- Increased Productivity
Even before the coronavirus pandemic, early studies showed that remote work could boost productivity. A recent report by the Boston Consulting Group (BCG) found that more than half of managers believe their teams are more efficient when working remotely.
Productivity gains come from three areas: greater flexibility, increased focus during work hours, and reduced absenteeism. Remote work offers greater flexibility as employees can work from anywhere, making it easier to balance their workload at lower personal costs.
On a personal level, remote work can minimize distractions associated with a busy office environment. Interruptions from colleagues (a major time-wasting factor) are reduced, helping employees concentrate on tasks that require more focus.
Remote work can also reduce absenteeism due to increased engagement. For example, even if employees have a cold or minor health issues, they can still work instead of needing to take a whole day off to avoid going into the office and potentially spreading illness.
Despite these benefits, remote work may not always be the best option for some employees, such as those lacking a dedicated workspace or who struggle to work uninterrupted if their children are home from school.
In contrast, office settings provide dedicated spaces equipped with collaboration tools, such as video conferencing facilities, good audio and video capabilities, and room displays. Employees can maximize their productivity during office hours by utilizing these technological features locally while reserving personal tasks for when they are working from home.
- Broader Talent Pool
In terms of recruitment, organizations adopting a hybrid work model can choose from local talent or global labor resources. Hiring locally signals to your clients that you are investing in the local community, but it may limit access to a broader talent pool.
So far, most employees have experienced the benefits of remote work firsthand, such as reduced commuting time and better work-life balance. A recent McKinsey survey found that 80% of respondents prefer working from home. Many people have become accustomed to these benefits and are more likely to apply to companies offering flexible work environments in the future.
This is especially true for employees with in-demand skills (e.g., tech professionals) whose work can often be done remotely with ease. Combining remote and office work could be a key driver in tapping into a wider and deeper talent pool, so organizations with a hybrid work model may attract more cross-regional skills and diverse employees compared to those without such a model.
Hybrid work policies can also reduce turnover. Employees who feel their work-life balance is poor may become demotivated and choose to leave your organization. In contrast, a hybrid work model is well-suited to achieving a better work-life balance. When employees are happy and satisfied with their company's work arrangements, they are more likely to stay longer and remain loyal.
- Enhanced Trust Between Employers and Employees
One of the most important (and challenging) aspects of a healthy and efficient work environment is the trust between employers, managers, and employees. A hybrid work model allows employees to demonstrate that they can be as efficient, or even more so, working remotely as they are in the office, which helps to build trust with employers.
The flexibility of a hybrid work model can also improve employee loyalty by helping employees feel that management trusts them to complete their work in their own way. When employees are allowed to balance work with personal tasks and errands freely during work hours, they do not feel as though they are constantly being “watched” by management or that every non-work activity is scrutinized. As a result, they may develop greater respect for the organization, and management benefits from not having to micromanage or constantly check on employees to see if they are working.
Additionally, employees who feel trusted and respected are more likely to remain engaged with their work and the company for a longer period. Lower overall turnover has significant advantages, including reduced sourcing, recruiting, hiring, onboarding, and training costs, as well as greater employee knowledge and skills—all of which contribute to your company's long-term success.
- Better Understanding of Employee Performance
Employee performance is critical to the success of the organization, as it allows managers to identify strengths, weaknesses, and potential gaps that need attention. Hybrid work environments often utilize more shared technologies and collaboration platforms (e.g., Jira, Asana, G Suite, Office 365) because they allow employees to seamlessly integrate office and remote work. These platforms enable managers to easily view employee activities across various tasks, providing a clearer understanding of what each person is working on. Managers can track when employees (or their teams) reach milestones and deadlines, whether they are working in the office or remotely.
With this information, managers can better address performance issues with underperforming employees while rewarding high performers. For example, employees who demonstrate the ability to remain productive while setting their own hybrid work schedules can continue to enjoy this freedom and flexibility, thereby enhancing their trust and loyalty to your company. Those who struggle to meet their job responsibilities can sit down with their manager to discuss factors affecting their performance, then adjust their schedules to spend more time in the office, develop performance plans, etc.
In summary, the hybrid work model has become widely integrated into many businesses. The numerous advantages of hybrid work create a mutual dependence between companies and employees. This interdependence can be further enhanced through HKMLC Smartboard!
