Top 5 benefits and challenges of hybrid work WorkDrive

30/09/2020   Education

Some feel more productive when working from home, while others feel more productive when working on-site. Productivity at home can be affected by many factors, such as available workspace and whether there are children or other distractions that hinder their ability to get work done. Nearly eight in 10 employees experience burnout on the job at least sometimes. Cyber-security risks present a unique challenge for businesses implementing a hybrid work model. To ensure smooth operations, employers must effectively track employee productivity, especially for a remote workforce. As a result, employers must have an effective communication strategy in hybrid workplaces.

So it’s no surprise that data from our April 2022 survey showed that 77% of companies have already opted to go hybrid in some form. What’s more, 56% of those companies are allowing employees to choose when and how often they wish to come into the office. If you create a culture where employees can speak up or take breaks when they’re feeling overwhelmed, it will help fight remote burnout. Also, if you create an office that is productive, efficient, and delightful, it will help reduce the on-site burnout. On the flip side, your on-site employees might have to deal with long commutes, adjusting their personal routines, or family emergencies that make it harder to get into the office. That’s why it’s so important to create easy and flexible work schedules that empower employees to find a schedule that works for them whether at home or in the office.

More flexibility for employees

Typically, people may spend three days at home a week and two days in the office. Alternatively, they could choose to work from home for an entire month and then the next entirely in the office. This flexibility allows employees to choose where to carry out their job in order to be at their https://remotemode.net/blog/guide-to-understanding-hybrid-remote-model/ most productive. Implementing a hybrid work model is not a one-size-fits-all solution, and it requires a well-thought-out plan and effective communication. It’s important to establish clear guidelines, protocols and expectations for remote work, and ensure that everyone is on the same page.

Are employees happy with hybrid work?

The happiest employees are those who job-hopped during the pandemic or work hybrid-remote roles, study finds. In the survey of 1,680 US workers, 62.3% said they were satisfied in their jobs last year. Employees who were the happiest job-hopped during the pandemic or were working in hybrid-remote roles.

Another advantage of hybrid working is the greater flexibility that it offers. Employees can choose when and where they want to work, which can make it easier to manage other commitments such as childcare or caring for elderly relatives. In addition, employees can take advantage of flexible working hours to suit their individual needs. The best way to make sure hybrid work works for everyone is to use a desk reservation system like the one offered by Desky.

Harness technology for a smooth hybrid workplace

It’s also important to create experiences for the hybrid workplace around your company’s core values. For example, if your organization values teamwork, you might arrange an in-person or virtual team-building activity. At Envoy, we use the Donut Slack integration to encourage employees to meet people on other teams for a virtual coffee chat or peer learning exchange.

benefits if work from home hybrid schedule

With fewer workers in the office at any one time, hybrid work helps companies reduce expenditures on everything from office supplies and energy bills to cleaning. Companies can then redirect those cost savings into growing their business through activities like adding new employees, investing in marketing or expanding into new markets. In our recent Attitudes to Hybrid Working Report, we uncovered an obvious desire to do things differently amongst employees. Nearly half of those who are currently in the office full-time now want their employers to adopt some form of hybrid work. Moreover, 85% of those who have already experienced this new way of working want the option for flexible work to remain available long-term. However, without understanding the challenges of a hybrid model and mitigating the risks, your company may struggle to thrive in this new landscape.

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Managers should also make themselves available to answer questions and help with any problems that arise. When it comes to rolling out a hybrid work schedule, remember there will be a learning curve — and not everyone will learn at the same speed. As the schedule is new for everyone, some employees may struggle with it initially, while others will be more comfortable. The right work model depends on the structure of your business and the priorities of your team. And with every option, you have plenty of room to further customize work schedules on an individual or team level. Of course, not all workplaces can convert to remote work or even consider it as an option.

Why hybrid is better than remote work?

The hybrid work structure adds a social component to your remote work by allowing you to network, communicate, and collaborate with your colleagues on-site a few times a week. This can be a refreshing change from working remotely and increase your productivity.

Flexible working hours can be a godsend to employees who are night owls, or to those who have small children. This freedom is invaluable for companies looking to stretch their working hours with a limited staff. It is also an attractive benefit that enables employers to draw from a deeper candidate pool in the hiring process.

key benefits of hybrid work model for your business

Many industries, business models, and job roles require people to be on-site. By moving away from ping-pong tables and office snacks—as valued as they are—companies can shift to more meaningful benefits that employees care about. Hybrid work models place a lot of trust in employees and receiving that trust from their supervisors can significantly improve the relationship between the parties. Employees with managers who truly believe they can take personal responsibility for their job duties generally perform better and excel faster in their work lives. Flexibility in one’s work schedule creates a good relationship between the employer and employee.

benefits if work from home hybrid schedule

By allowing employees to occasionally work from anywhere, hybrid work schedules help them offset stress and easily schedule out-of-work activities around office hours. This is especially common with employees who have waved goodbye to everyday commutes after switching to a remote environment. To build a hybrid model that works for your company, start by speaking with your workforce to learn their needs. Hybrid work must work for everyone, so asking employees and executives will offer valuable and different perspectives.

So the choice of whether to work at home or on-site is empowering for a lot of employees. You must define a clear list of goals and prioritize work according to specific objectives. For instance, team members must know whether they should finish a specific project or attend a virtual meeting. Being transparent about what you’re trying to achieve is key for transitioning to a hybrid work model — this can help nip a lot of confusion and inconsistency in the bud. Remember that a hybrid environment is new to the majority of your team members. For example, with monday.com, you get access to all the features you need to manage your personal schedule.

Working remotely can give employees the time and environment needed to make healthy choices. Just over half of respondents (51%) said that they are more productive working from home during the pandemic. When asked why, many cited fewer interruptions and quiet work environments (68% for both) as part of the reason for their increased productivity. One of the fastest, cheapest ways for employers and employees to reduce their carbon footprint and affect climate change is by reducing commuter travel.