The
hybrid work model can take different forms depending on the organization and
the type of work being done. Hybrid workplace is still a new and a rapidly
developing concept. Because of that there are many definitions about the types
of Hybrid Work model and in the future, there will be more varieties of hybrid
model concepts.
Lenka
(2021) states about three types of hybrid work model.
First
one is Remote first model. In this
model, the majority of employees, along with the leadership team, would
typically work remotely. However, if there was an urgent need for physical
presence, a few employees could handle it one or two days per month. The office
space would be physically present, and anyone wishing to use it for official
purposes could do so, though not frequently, only when necessary. Companies
like Dropbox and Quora use the remote first strategy.
Quora
CEO D’Angelo (2020) states that their company would be following remote first
model where employees are supposed to remote work. The office would be used by
those who wants to use it occasionally. He himself would be coming to office
once in a month and the leadership team would be remote working.
Second
one is office occasional. Many
businesses still believe that having employees physically present in the office
twice or three times per week is essential to their success. For local
employees who occasionally need to be in the office, this idea would be
feasible. In this model, those in positions of leadership and higher authority
would also occasionally work in offices. Employees who are unable to physically
visit the office can work remotely.
Third
and the final one is Office first,
remote allowed. The combination of remote first and office occasional is
used in this model. In this model, the business operates primarily offline and
sporadically remotely. The majority of employees, including the leadership
team, regularly attend work, and those who have chosen remote work are kept
informed and briefed on important discussions.
Todd (2022) mentions about five different types of hybrid model. Mostly similar to the types by Lenka, they can be identify as deviations of those types.
At-Will and Remote-First Models allows employees to prioritize working remotely. Opens in a new tab. However, with this work setup, employees can still perform on-site work. Physical co-working spaces and offices will remain available to the company’s workers.
In the second model which is called Office-First Model, All employees can either work from home or work at the office in an office-first model. However, the office-first model requires employees to be more present in the office.
The first of two schedule-based hybrid work options is the Split-Week model. This setup works by assigning days specifically for on-site work and remote work. In the other schedule-based hybrid work model Week-By-Week Model, assigning work weeks when specific employee groups need to be physically present at the office.
In the last type Designated Teams Hybrid Work Model, Assigning which teams should work at the office or home is the method.
Maine
(2022) mentions about another five types of hybrid models.
· Working in Shifts - the
working in shifts hybrid approach may be the solution for some concerned
leaders. It sees a fixed number of employees alternate between working remotely
and working in the office. Who works where and when is usually set by the
employer, which also makes scheduling easier. While employees get very little
say, they do have the benefit of having a set schedule.
· Office First Hybrid -
The office-first hybrid prioritizes in-office attendance.
· Hybrid Team Split - This
means being able to create an environment of inclusivity and compassion so that
no resentment or misunderstanding occurs between teams. This includes planning
deliberate interactions across teams, relaxing your office dress code,
providing the same perks for everyone, and respecting people’s personal work
rhythms.
· Remote-first Hybrid - Employees are allowed to choose which days they want
to work in the office. Granted, this type is more in favor of employees
who prefer working remotely.
· Hybrid Flexible - The
hybrid flexible approach puts the power in the hands of the workforce. With
this approach employees are able to decide what days they work remotely and
in-person. While this method allows employees to exercise their independence,
there is a chance that it can cause some goals to be missed. To avoid the
latter, it’s wise for employers to offer hybrid work benefits like subsidized
home office equipment.
List of References
· D’Angelo, A. (2020) Remote First at Quora - Quora Blog,<https://quorablog.quora.com/Remote-First-at-Quora> [Accessed on 28 November 2022]
· Lenka, R. (2021) Unique Hybrid Work model- The future of remote work, Palarch’s Journal Of Archaeology Of Egypt/Egyptology 18(7), ISSN 1567-214x
· Maine, J. (2022) 5 Types of Hybrid Work Models – And How To Implement Them - Flowscape,<https://flowscapesolutions.com/blog/5-types-of-hybrid-work-models-and-how-to-implement-them>[Accessed on 28th November 2022]
· Todd, S. (2022) Five Types of Hybrid Work Models (And How to Implement) - Open Sourced Workplace,<https://opensourcedworkplace.com/news/types-of-hybrid-work-models> [Accessed on 28th November 2022]
Good stuff Manula. Also, The hybrid working system ensures the organization employing it enjoys the special advantages that come with the remote working system. In the package that comes with remote work, essential elements are flexibility at work, reduced labor cost, more satisfaction on the part of workers, and better environmental experiences. (Trede et al., 2019)
ReplyDeleteThank you Manomi. Furthermore, there are a plethora of minor advantages such as more development opportunities, expectations and priority understanding is much easier, better connection with organizational culture, more feedback opportunities, more recognition, resources are becoming easier to access, etc. (Wigert & White, 2022).
DeleteGood article Manula and adding further hybrid work model, Organizations must be capable of extending remote work programs when the health emergency is over. When this happens, as when the constraints of the confinement measures are lifted, it is likely that organizations will benefit from the flexibility offered to their employees and will have to implement more hybrid forms of working that combine remote and in presence work. Remote work, as suggested by research before the COVID-19pandemic, should no longer be understood as an all-or-nothing proposition but can be based on remotization for only a few days (usually two or three) per week as a way of achieving the best benefits for individuals and organizations (Virick et al., 2010).
ReplyDeleteThank you for the comment Malshani and I agree with you. While some refer to “getting back to normal” post-Covid, the reality is that our work lives pre-pandemic weren’t “normal.” So instead of looking back, we can pause and begin to craft fluid organizational models that empower people to work in ways that best suit their wellbeing and productivity (Duval, 2022).
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