Hybrid work involves part of your time working in the company’s office space and the other part working at home or in a co-working space.
The time spent in the office is primarily determined by the company. Hewlett Packard Enterprise cites four distinct models:
1. A 50/50 mix between remote and office work
2. 50% remote with manager approval for more
3. Permanent remote work
4. Customized based on your team (with individual flex time)
Over my career, I have had more experience with hybrid work. (And maybe you have too!) I began my career in accounting. Most of that meant remote work for one or two days per pay period, which was two weeks. Later, that graduated to three or four days per week of teleworking – another name for remote work.
Today, after switching to more of a content management role, I am 100% remote. And I’m not alone. But is that a good thing? And is it here to stay?
A key factor in the success of hybrid work – and the future of work in general – will be the employee experience. This includes everything from the laptop they assign you to collaboration tools for working with your teammates.
One software company tells us that providing employees with a positive working environment requires an “integrated process involving the workplace, IT, HR and leaders and managers.” To be effective in a hybrid work environment, companies have to evolve the process, leveraging insights to find and incorporate tools that help rather than hinder workers.
What does that mean? Maybe your content management system will change a time or two until your team finds one that enhances productivity and flexibility. Maybe management will decide to switch virtual meeting platforms. The idea is to find the features that make remote work just as (or more) effective as in-person work.