Is the hybrid working model the future of the corporate world?

The hybrid working model has become increasingly more common  throughout the covid outbreak and has remained extremely popular. As it comprises all kinds of work models, it gives people great flexibility to choose how and when they want to work. With hybrid working models increasing in popularity, new challenges have emerged. And the question we should all consider now is how the hybrid working model has changed offices and how teams operate with each other. Considering its impact on Diversity, Equity & Inclusion (DEI) in this blog, we will cover how hybrid working models can operate within a professional environment and its effects on diverse employees. 

What is the hybrid working model?

Hybrid workplaces allow some or all employees to choose where and when they want to work, combining remote workers and on-site workers. There are many ways to allocate in-office time, such as by day, by the team, or on an as-needed basis. This way, the hybrid working model offers flexibility; workers can choose what works best for them and what environment will be the best for them to progress. However, it is essential to remember that hybrid models are only suitable for some workplaces, occasions and industries. They are ideal for employees who perform work via computers and don't need to be on-site.

Myths vs Truth

How we adapted to remote working during the pandemic has shattered antiquated assumptions about the hybrid work model. A few most common misassumptions about that work model are that employees are less productive when remote, that we need in-person contact to sustain our culture, that serendipity is the best driver of innovation, that hybrid workforce models hurt DEI, and that a hybrid working model duplicates our IT infrastructure. The hybrid working model is based upon a human-centric design that characterises flexibility and empathy, making employees feel more empowered, and effectively increasing their productivity and engagement. To debunk some of these myths, we have looked into relevant data and statistics to showcase the potential of the hybrid working model.

Employees are less productive when remote - In fact, data shows that increased flexibility and avoiding micromanaging productivity drive performance, although it requires a culture of trust and empathy. Recent data shows that employees who work based on a flexibility system (where and when) are at 45% of high performance, and those with radical flexibility (where, when, who, what, and how much) are at 63% of high performance. These numbers show that the more flexibility employees have, the more productive they are.

We need in-person contact to sustain our culture - This is one of the major misconceptions of how the hybrid working model influences workspaces and teams. Many executive leaders believe that  they won’t be able to establish and retain a desirable corporate culture without in-person contact. A hybrid working model essentially requires different practices than in-office-based models. Ensuring those practices are tailored to the hybrid working model will allow your company to establish a positive company culture. It is also important to note that corporate culture is not created by simply having employees at a physical workplace but by implementing adequate practices to develop that. One recent study shows that a hybrid working employee showcases a higher satisfaction with their company culture, with 64% of hybrid workers saying that it positively impacts their job compared to  52% of office-based employees.

Making hybrid work

Even before the pandemic, a McKinsey research showed that lack of flexibility was the main issue the employees raised. Regarding traditionally underrepresented groups, statistics show that they demonstrate an even stronger preference for hybrid work. Compared with employees without disabilities, employees with disabilities are 11% more likely to prefer hybrid work models. Not only does the hybrid working model offer a higher comfort for those who may find it difficult to commute to the office, but it is also one of the essential job characteristics while looking for a new position. Therefore, the hybrid working model can help your organisation reach more diverse candidates with various talents.

Ikigai Autnetic

While many companies already offer hybrid working models, not many are yet aware of how important it is to adjust their current strategies to create a healthy and well-functioning work environment. Here at Ikigai Authentic, we understand how important it is to implement those changes to establish and retain inclusive corporate culture. For more information, get in touch with us today, and let’s walk the talk.