Dear Friends,
Prepare for the new reality.
The hybrid work model, born out of Covid compulsions, which is a mashup of office working and work from home/remote working, will be the future work model of businesses. It is going to stay in one form or another. It is a new way of working. The majority of organizations have prepared themselves to adopt this work model, but challenges of the adoption may be a crucial concern in making it successful. The success of this model will be based on how best people are put in the center of the model. An intelligent combination of tech and people will drive the success. It is also to be kept in mind that it is not a one-size-fits-all. Each organization has to tailor its own model by looking into the requirements.
To make it successful, productive, and purposeful, the pillars of this model should consist of productivity, flexibility, and connectivity. Leaders need to understand the needs of employees and their expectations along with making them understand the objectives of the organizations. This two-way collaboration in fully understanding each other should reflect in decisions while rolling out the mechanism of the hybrid work model. Since this way of working is new, people are bound to commit mistakes. Take it easy, admit, and learn from the mistakes and make changes accordingly. Be flexible and make adaptations.
While documenting the model, it is necessary to keep in mind the legal framework. The employment contracts need to include the details of such working and expectations of organizations so that it does not become a mere additional perk for some employees included in the model. Hybrid working should not be taken as a basic term of employment as a right. Organizations must have the authority to unilaterally withdraw the model and call the employee back to the office at any time, maybe with some advance notice. Even if flexibility is inbuilt, it should be subject to the conditions of the requirements and administrative exigencies of the organization. To ensure robust connectivity, every operation needs to be humanized with the support of technology. Leaving aside the human element and relying fully on technology may give a miss.
This model, while it may result in higher productivity and employee experience, has challenges too. Do not run this model simply as policy compliance. It will result in increased isolation of employees working remotely or from home. Flexibility makes coordination difficult. So, managers need to increase communication, maybe informally or formally with such employees. Trust, accountability, and measuring productivity will be another challenge. Managers cannot afford to ignore this aspect and should address these with having continuous dialogue with the employees.
This edition cover story is on the hybrid work model attempting to understand the issues, complexities, benefits, and challenges organizations may face while switching to this model and how to make it workable effectively.
If you like it let us know. If not, well, let us know that too.
Happy Reading!
Regards,
Anil Kaushik, Business Manager - HR Magazine B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) Mob.: 9785585134 www.businessmanager.in
From India, Delhi
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182Prepare for the new reality.
The hybrid work model, born out of Covid compulsions, which is a mashup of office working and work from home/remote working, will be the future work model of businesses. It is going to stay in one form or another. It is a new way of working. The majority of organizations have prepared themselves to adopt this work model, but challenges of the adoption may be a crucial concern in making it successful. The success of this model will be based on how best people are put in the center of the model. An intelligent combination of tech and people will drive the success. It is also to be kept in mind that it is not a one-size-fits-all. Each organization has to tailor its own model by looking into the requirements.
To make it successful, productive, and purposeful, the pillars of this model should consist of productivity, flexibility, and connectivity. Leaders need to understand the needs of employees and their expectations along with making them understand the objectives of the organizations. This two-way collaboration in fully understanding each other should reflect in decisions while rolling out the mechanism of the hybrid work model. Since this way of working is new, people are bound to commit mistakes. Take it easy, admit, and learn from the mistakes and make changes accordingly. Be flexible and make adaptations.
While documenting the model, it is necessary to keep in mind the legal framework. The employment contracts need to include the details of such working and expectations of organizations so that it does not become a mere additional perk for some employees included in the model. Hybrid working should not be taken as a basic term of employment as a right. Organizations must have the authority to unilaterally withdraw the model and call the employee back to the office at any time, maybe with some advance notice. Even if flexibility is inbuilt, it should be subject to the conditions of the requirements and administrative exigencies of the organization. To ensure robust connectivity, every operation needs to be humanized with the support of technology. Leaving aside the human element and relying fully on technology may give a miss.
This model, while it may result in higher productivity and employee experience, has challenges too. Do not run this model simply as policy compliance. It will result in increased isolation of employees working remotely or from home. Flexibility makes coordination difficult. So, managers need to increase communication, maybe informally or formally with such employees. Trust, accountability, and measuring productivity will be another challenge. Managers cannot afford to ignore this aspect and should address these with having continuous dialogue with the employees.
This edition cover story is on the hybrid work model attempting to understand the issues, complexities, benefits, and challenges organizations may face while switching to this model and how to make it workable effectively.
If you like it let us know. If not, well, let us know that too.
Happy Reading!
Regards,
Anil Kaushik, Business Manager - HR Magazine B-138, Ambedkar Nagar, Alwar - 301001 (Raj.) Mob.: 9785585134 www.businessmanager.in
From India, Delhi
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Hi All,
Is there any policy/agreement template to initiate hybrid work for employees, where we can mention, with these restrictions (e.g., to ensure power backup, good network connection, etc.), we are providing hybrid work and get it signed by each employee?
Regards,
From India, Delhi
Acknowledge(0)Amend(0)
Is there any policy/agreement template to initiate hybrid work for employees, where we can mention, with these restrictions (e.g., to ensure power backup, good network connection, etc.), we are providing hybrid work and get it signed by each employee?
Regards,
From India, Delhi
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