Flexibility gives employees something incredibly valuable—more time, and more freedom to choose how they spend it. Others have been able to move closer to family or relocate to lower-cost areas that allow them to reach goals like getting married or purchasing property much sooner. Uber, the ride-share company, developed a hybrid work model for its corporate workers that’s responsive to employee feedback. Use these best practices to guide your hybrid office model and ensure it’s as successful as possible.
Web developers also work closely with designers, product managers, and other stakeholders, and often find themselves having to do quick, urgent problem-solving and de-bugging—making hybrid work ideal. This is mainly due to the digital-first nature of the work; most web developers only require a computer and internet connection to do their job effectively, which they can easily access from anywhere. Digital marketing is an incredibly versatile career choice encompassing a wide range of skills, from SEO and email marketing, to paid campaigns and social media.
- This gave rise to the “hybrid working model”, and it’s safe to say it’s changed the world as we know it.
- However, the policy also allows for flexible schedules for some teams, while senior-level managers and finance teams will work from the office.
- Or, a manager could assign days where the team is needed — whether that’s for a brainstorming session or team meeting.
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The hybrid work model offers employees more flexibility, free time, autonomy, and a better work-life balance. As companies evolve to adopt this model, they can shape a fluid and dynamic work culture that prioritizes employee needs. Microsoft has a firm hybrid work policy that allows employees to work remotely up to 50 percent of the time. However, each team member must agree on a schedule with their manager. This approach provides a balance between remote work and in-person collaboration. Does the right kind of flexible work culture mean back to the office, fully remote, or somewhere in between—a hybrid workplace model?
Mostly everyone agrees that the workplaces of tomorrow will look different. Different kinds of workers, from individual contributors to managers to CEOs, are approaching the conversation with different values, priorities, and agendas. 96% of the workforce is considered in scope for hybrid working, and 87% of employees feel productive under this model. It’s a slightly more flexible approach to the hybrid split-week model. It means your workforce stays agile and adaptable in a competitive landscape, and your employees reap the benefits of a more flexible approach to work.
Benefits of hybrid work model on company culture
This is a good approach for companies that work on a project-by-project basis and whose office staffing needs shift accordingly. But usually, each team ensures a minimum level of office coverage so their office space is never entirely empty. In this work arrangement, the line manager of each team within a company determines when employees work from the office or from home. It could lead to workers in Europe staying up late to meet with workers on the North American Pacific coast, for example.
Depending on your company’s approach to diversity and inclusion more broadly, this problem may intersect with other forms of workplace discrimination, including gender and race discrimination. You can’t just put out some pizzas and let the magic happen as you would in a traditional office setting (although, if we’re honest, we’re not sure this even worked in the first place). You could leave it up to individual employees to determine which working style they prefer. Alternatively, you could implement the model on a role-by-role or team-by-team basis.
The benefits of hybrid work
A step-by-step blueprint that will help you maximize the benefits of skills-based hiring from faster time-to-hire to improved employee retention. The pandemic may have introduced us to hybrid working, but there’s no doubt that the hybrid work model is here to stay. At Capital One, a bank holding company, Mondays and Fridays are enterprise-wide remote work days.9 Employees are “strongly encouraged” – though not forced – to work in the office on the days in between. All employees have the option to change their work model once per year, enabling them to adapt to changing circumstances.
From interns to CEOs, people at every organization have to decide on that vision together. Designing what your hybrid model will look like must be thoughtful and approached carefully. Employers who mandate overly rigid restrictions could potentially risk harming their workers’ satisfaction, engagement, and willingness to stay with the company long term.
Secondly, establishing a strong hybrid work culture can create a sense of unity and belonging among team members. This cohesion is especially important for hybrid and remote work environments, as team members may not always benefit from in-person collaboration. For example, more digital communication tools, trusting employees to work independently, and being cautious that hybrid working may hybrid workplace model guide change how well teams work together. These are the rules and expectations you’ll set, as an employer, around how much flexibility your employees can have with their hybrid work schedule. Since there’s no one-size-fits-all approach to the hybrid workplace puzzle, it’s common for businesses to adopt a combination of the above solutions. Your hybrid team will use the private space for the same 1-3 days per week, helping you replicate the magic of in-person working while making substantial savings on office rent.
But building a remote team – even one that’s only partially remote – isn’t easy. CareerFoundry is an online school for people looking to switch to a rewarding career in tech. Select a program, get paired with an expert mentor and tutor, and become a job-ready designer, developer, or analyst from scratch, or your money back.
