Even before the pandemic, technology slowly introduced the work-from-home revolution. Many employers initially resisted these changes but soon realized the many benefits of offering employees hybrid work environments. Regardless, employers had to adapt when hybrid work became necessary for many roles.
This blog post will dive into hybrid work, flexibility, and inclusion.
Let’s get into it.
What Is Hybrid Work?
So first, let’s talk about what hybrid work is.
Hybrid work is a work approach that allows employees to split their time between working in the office and working from home. It offers workers the autonomy to choose where and how often they work in some cases.
The hybrid work model can take many shapes in the workplace:
- Flexible Hybrid Work Model: Employees choose their location and hours based on their daily tasks. They will accommodate their own needs by choosing when to be in the office, when to collaborate with coworkers, and when it’s best to stay home.
- Fixed Hybrid Work Model: Organizations will set what days employees can work remotely and when they’ll be in the office. This model prioritizes increased collaboration when teams are in the office on their set days.
- Mixed Hybrid Work Model: The third option is chosen by some organizations where many of their roles are fully remote, some are flexible hybrid, while others are fixed. As your organization grows, it becomes harder to pin everyone into the same work model.
Why Do Employees Want It?
It goes without saying for most people that if they can do the same work from the comfort of their own home, they’ll choose to. A study from Wakefield Research supports these claims, showing that 47% of surveyors would find another job if their employer didn’t offer a flexible work model.
Why do employees want a hybrid work environment?
Flexibility allows for autonomy; the ability to make your own choices. More, employees enjoy the implicit trust that they can be just as productive, if not more so with less of a leash.
The Benefits to your Organization
Companies that pioneered remote work have now become “it” companies. Sure, others are doing it, but they did it first. Don’t worry, though your company can build a reputation in your industry as a forward-thinking company.
Hybrid work models are viewed as a benefit and give you a leg up when hiring.
Now let’s discuss a benefit you’ll reap once you’ve acquired some top talent.
For far too long, organizations have operated from a place of micromanagement. They assume that without a watchful eye over their employees, they’ll never get the best out of them.
Remote work has proven this untrue.
When you hire A-players, they will always find a way to get their work done. Giving them the autonomy to work where they want and when they want as often as possible can only benefit them and you.
More businesses are seeing the benefits of offering a hybrid work environment from increasing productivity to attracting top talent. Before you jet off, there’s one more topic we need to discuss.
Inclusivity in the workplace.
Making the workplace inclusive. What’s the difference between flexibility and inclusivity? It may feel like we’re splitting hairs here but giving each word its credence is essential.
What is an inclusive workplace?
An inclusive workplace values individuals by taking steps to make them feel welcomed and accepted. This is done by spearheading initiatives that cater to employees' specific needs, rather than forcing your staff to accept a default environment.
Examples of inclusivity in the workplace:
- Providing accessible door handles to people with limited dexterity.
- Using tools like Microsoft 365 allows for live captions, transcripts, and speech analysis.
- Ergonomically correct office setups, including keyboard trays and height-adjustable desks.
- Include all holidays your employees celebrate.
Companies that establish hybrid work models will find it easier to attract top talent and gain greater productivity from their employees. By consciously working towards an inclusive workplace, employers gain access to a wider range of employees and a strengthened ability to adapt to change.
