Does the hybrid work look alike in all businesses?
Since 2020, a large part of the business world has changed a major change in the way. Even if your company has returned to the office before its tenure, some surviving policies remind us that the effects of WFH from home are long -lasting, which we believe in the beginning. In particular, some businesses are still working primarily on WFH -based, while others may need the presence of an office three or four times a week. There is no definitive way to do this, as you can choose from multiple hybrid working models, based on which you work better for your business. Let’s find 9 out of 9 ordinary people.
9 hybrid work models to choose
1. Remote First Model
This model is particularly famous since the epidemic disease, and most of the days include home -working employees and only go to the office a few times a month, either for a client meeting, intra -organizational meeting, or team to make a team. It is best for companies that have a wide range of manpower that do not need to work closely.
Professor
- Maximum flexibility for employees
- Increase employees’ productivity
- A reduction in office space costs
- Access to a wider talent pool
con
- The potential feelings of isolation
- Mutual cooperation and communication between employees
- Increase the difficulties of employees and the difficulties of being inaccessible
2. Office First Model
It is opposed to the previous hybrid work model and one that resembles previous days. Companies that work with the office first model prefer the physical presence of their employees in the office and only see remote work as a work that applies a few times a month or when necessary. This model is used by businesses where cooperation is important or when their infrastructure cannot be achieved from afar.
Professor
- Better cooperation and communication
- The company’s culture has been maintained better
- The simple team management management
con
- Increase operational costs
- Employees use more sick days and PTO
- Limited flexibility and employee impatience
3. Split Saturday Hybrid Model
Here, the employees distributed their week between the office and their homes. This means something different for each company, for example, three days in the office and two in the house, two days in the house and three days in the house, at home and the rest of the week off office.
Professor
- Increase structure and stability for employees
- Room for experience and improvement
- Most of the office spaces helps
- Improves flexibility depending on personal and organizational requirements
con
- Scheduling challenges
- Careful planning to connect teams to help stay in the same day to stay in the same day
4. The week -by -week model
If you need more freedom about your hybrid work model, you can plan it weekly. In particular, the leader can determine which department should work on or on the site next week based on the current projects. In this way, employees who need a calm environment can work at home, while those who should cooperate with their peers can come to the office.
Professor
- The balance between the remote and the work on the site
- Increase employees’ satisfaction
- Eligibility to reduce office locations by changing employees on site
- Better planning
con
- Careful planning and harmony requires
- For some roles to be interrupted at site weeks
- Does not accommodate quick meetings
5. Roll -based hybrid work model
In this case, each character is focused even more and it is discovered which work setting is more beneficial for their specific tasks. For example, IT teams can mainly be fruitful in operating remotely, while product development teams, which need to work closely with their team members, can spend more time in the office.
Professor
- Customized for the specific requirements of each department
- Effective use of office space
- Acceptance of each employee’s preferred work model
- Better productive capacity and cooperation
con
- Communication error between site and remote employees
- Challenges in connecting meetings
- Administration becomes more complicated
6. Fixed Hybrid Work Model
To minimize scheduling and coordination efforts, you can implement a fixed schedule. This includes setting up a standard work model that all employees can adjust as soon as they see. Specifically, you have to make it clear which days of the month employees need to come to the office (such as, the first and last day of the month, every Tuesday and Thursday). Employees can choose where they want to work for the rest of the day. For this approach, businesses need to have enough space to adjust all employees at the same time.
Professor
- Intercontinental promotes cooperation and communication
- Gives employees a routine they can trust
- Facilitates the harmony and schedule of meetings
- The work system makes the schedule plans easier
con
- Less flexibility than other hybrid work models
- Travel challenges and operational costs remaining
- If the office has a limited capacity
7. On -demand model
This is the so -called “Choose your own adventure” hybrid model, as it offers a high level of independence. Employees are completely free to decide when and where they want to work. For example, when they need to focus on a project, they can work far from anywhere, and when they need to work with their peers, they can arrange to work in the office.
Professor
- The final level of flexibility for employees
- Better satisfaction, productivity, enthusiasm and balance of work life
- Promotes a reliable relationship between employee and employer
- More talent pushes innovation by offering access to pool
con
- Challenges in connecting meetings for personal support
- Administration becomes more complicated
- Difficulty in guessing each employee’s engagement
8. Schedule of unprecedented work
Some businesses have such a diverse manpower, which makes it necessary to allow their employees to work within different hours throughout the day. It may be because they or their clients are in different time zones and therefore have to adjust their schedule. Moreover, some employees can be more fruitful in the evening rather than in the morning. By allowing employees to work during their highly productive window, businesses can get better productivity.
Professor
- It is easy to attract talented candidates from all over the world
- Increases autonomy for employees, which causes more satisfaction
- Uninterrupted work, as many partners are not working simultaneously
con
- Communication between employees and departments may be delayed
- Can be difficult to cooperate in different schedules
- Employees working for different hours from their peers may feel isolated
9. Core Office Hours Model
This hybrid work model can be linked to the schedule of unprecedented work we have just discussed. In particular, employees are given a specific window of time every day (for example, from 11am to 2pm), they are either present in the office or available for meetings, emails, cooperation, etc. The rest of the day can be completed without restrictions on these basic hours before or after or after or after.
Professor
- Employees can easily cooperate and enjoy the flexibility of remote work
- Every employee’s availability is visible and predicted
- Supports diverse lifestyle and personal responsibilities without compromising productivity and cooperation
con
- Is not suitable for employees in different time zones
- The limited number of basic hours can be a burden of severe work
- Partial flexibility that cannot accommodate the family and personal responsibilities of some employees
Conclusion
Hybrid work comes in many shapes and sizes, making most businesses possible to offer their employees a certain amount of flexibility and work life balance. Diversity in work schedule options allow employees to balance their personal lives with their professional responsibilities, and encourage them to perform at a satisfactory level while maintaining high levels of engagement and enthusiasm. Take the time to find different types of hybrid work models that we have discussed in this article and select a combination of models, or models, which will maintain your workforce as happy and fruitful as much as possible.
