Challenges in Designing a New Hybrid Working Model

The pandemic changed how business leaders looked at their organizations and how employees looked at their jobs and personal lives.

For many employees, not commuting and spending more time with loved ones made them rethink their life and job choices.

For many business leaders, looking at the cost of travel vs. the convenience of Zoom video meetings seems to make sense.

Balancing out the cost reduction is a concern in the minds of leaders as to whether employees are as productive at home, and if teamwork can be as effective remotely.

If you have concerns about facing the challenge of a potential hybrid working model, a recent survey of business leaders shows you are not alone. 60% of respondents said they were concerned as to how a hybrid model would affect their company culture.

52% of business leaders indicated concerns about managing employee expectations in a hybrid scenario. “Will I still have an office? How am I going to advance? How will I resolve conflicts with others?” were some of the questions employees asked.

27% had concerns about retaining and attracting talent. “Is a Zoom call just as good in the interviewing process? How do I onboard a new hire remotely? If everyone is remote, they could work anywhere, will that mean I will lose them because they are not as connected to our team?”

If you do decide on a hybrid model, think about what is involved in the implementation. What should the timeframe be to implement? Will you need to rewrite all your operational processes?

The meaning of work has changed since the onset of the pandemic, and the hybrid model offers a unique opportunity to assess which aspects of your company culture you want to drive and protect, and which you can let go of.

Implementation should not be taken lightly. Making this change will have a major effect on every aspect of your company.

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