Hybrid work might replace remote work in 2022. The key point of consideration is whether it will work and prove best for the companies.

The remote work system has yielded fantastic results, and it is now time to make some tweaks. We must accept that there are certain drawbacks to remote working. These include, a lack of collaboration and integration, management dualism, and knowledge transfer.

Associates throughout the world have adapted to the rhythms of mandatory remote work since COVID-19 upended our lives. Organizations strive to figure out the best course of action for their associates. As a result, it’s evident that many employees don’t want to have any work environments imposed on them.

Companies are currently managing remote work in a variety of methods. Some companies have agreed to let their associates work from home until the end of 2022. Others have called back key employees and top management on varying dates and in periodic sets. 

However, organizations all around the world are planning for the future. That includes new methods to manage work communication, hours, and physical presence. All this while, hybrid work cultures seem to be gaining more attention.

The Hybrid Work Model

Employees in a hybrid work culture have the option of working from anywhere or coming into the office as needed. It’s almost as though it’s a hybrid of the two approaches. In fact, the hybrid work paradigm is now widely regarded as ideal for new-generation employees.

While the concept of “hybrid” is critical to recognizing the more flexible future of work, it embraces a wide range of systems. Hybrid work gives you more flexibility in terms of when and where you work. It gives employees greater flexibility to fit work around the rest of their lives rather than scheduling other parts of a workweek around office hours. It’s the best of all worlds in the ideal situation: structure and sociability on the one hand, yet independence and flexibility on the other.

Existing hybrid companies have begun to designate particular days for in-office meetings and collaboration, as well as remote days for work requiring individual focus. Orientations, team building, and project kick-offs, require physical presence but not always for other tasks.

When we talk about hybrid culture, we must first consider remote culture, as remote work accounts for 60 percent, 70 percent, or even 90 percent of a hybrid team’s working style.

There are two main models in the hybrid work culture:

• Every day, the office is accessible to any team that wants to come in.
• Specific days when everyone goes to the office at the same time.

As you establish a hybrid model, you can easily address the flaws from both 100% remote and 100% in-person models.

Bottom Line

People say that remote work culture is synonymous with flexible work culture, but actually, it’s not as it closes doors to office spaces for employees. What if an employee wants to use office space because he feels more productive there?

While the hybrid work model has its advantages, it also has its drawbacks, one of which is the disturbance of routine. Not every employee can adapt to a continuously shifting work schedule. Working at the office for a few days and then working from home for another few days might be disruptive to an employee’s productivity. Did you know that after being distracted, it takes the typical person about 23 minutes to refocus on the subject at hand?

And so, imposing any particular work culture on the driving force might not be a perfect way. Flexibility brings stability. If you exclusively use a hybrid work model, it provides the utmost flexibility. It can pave paths for growth and development. Again, development and growth are often used interchangeably, but they’re actually different. Think of it like this: you need to develop your work culture in order to grow!

We at Ajackus always prioritize maximum work-life balance. And so, we strive to provide our people with the most flexible work culture with unique benefits. To discover how we do it, click here.