A recent survey by Wakefield Research shows that one-half of employees are going to search for new jobs if their current employers do not offer flexible working opportunities after the pandemic.
The workplace we were familiar with a year ago is nowhere to be seen.
In the new work model introduced, one that is being defined and developed to succeed in a post-pandemic world is now the workplace culture we will acknowledge.
The hybrid model of working back at the office and remotely – once also known as a distributed workforce – is no longer the working style of the long-awaited future; instead, it has arrived and is here to stay.
The Remote Work Aftermaths
After the pandemic, lockdowns, and unlimited restrictions to work in the traditional manner, almost every organization accepted the remote working opportunity to keep the business alive.
Employees that were secretly hoping to experience the luxury of working remotely once in a lifetime, when obligated to follow the working model, couldn’t grasp the reality.
The reality of remote working came with major challenges such as connectivity issues, lack of privacy, digital and home distractions, burnout, and a lot more.
The digital experience has left people exhausted, overwhelmed and built a craving for social interaction.
What people do at remote work can no longer be defined as the equivalent of 9-5 weekdays. Instead, remote work is more sort of a 24/7 work model that grapples with the home life leaving the employees exhausted and infuriated.
The Need for Hybrid Model
The hybrid work model can generally be defined as a working model that brings flexibility for the employees in regards to when they work and from where they work.
The hybrid work model has many variations. Some companies might allow employees the flexibility to work on-site some days and some days work remotely. Other companies might create policies for employees to work full-time in the office or full-time from home.
Other companies might even allow a combo of two or more variations as time goes by.
This distributed workforce might give a reflection of the past year but the model can have alternatives in many ways for the benefit of the company and the employees.
Companies that are willing to provide options to help employees sort out their work-life balance and also work efficiently from their preferable site would be the more appreciated companies.
Like we saw above the hybrid work model is here to stay and now it is on the CEOs, managers, and the leading members of the company to ensure that their team is in the right place.
Before implementing the hybrid work model into your company policies you need to have complete knowledge of what your employees want.
Where Do Employees Want to Work?
The time is not only about thinking about what benefits your company, instead, it’s also more about acknowledging ways that help your employees stay dedicated to their work.
Providing them with the right working tools, time, and resources so that they can work effectively at their job is one of the core responsibilities of the leaders.
Some employees would want to continue working from home, while others might jump back to the office. In either case, do you have enough resources to help remote employees with the tools and enough space to accommodate on-site employees?
By asking employees their preferences, you will be able to accommodate them at their preferred place.
Do Your Employees Have What They Need?
To carry out the designated task effectively from remote places required reliable sources. For instance, having the right internet connections such as a high-speed internet service like Hughesnet Internet, platforms, systems, and networks are part of the remote working journey for effective work.
Therefore, make sure you provide them with the trusted digital platforms available networks and the working tools.
Have You Addressed the Personnel Changes and Internal Dynamic?
Before you apply the hybrid work model make sure you have a look around within your company and compare it with a year ago.
There might be management, administration, or other changes that are important to address.
Your company might have experienced layoffs during the pandemic which might have caused obvious job insecurity within the employees that you should address.
In a post-pandemic workplace, leaders that listen to their team and provide them with tools, support, and resources will be the real winners.