#HybridWorld - RGS

Key matters:

1. Place and time – In a hybrid work model, the idea is to work when and how you’re most
productive. Hybrid work model is a flexible model in which employees can work from both
onsite and offsite locations, and at the time they are most productive. This arrangement can be
worked out between the employer and employees depending on the work.

2. Technology – To enable hybrid work model, employers need to invest in technologies and build
the infrastructure that will support flexible work. Employers should invest in virtual
collaboration and communication tools, remote access to Company’s computer environment
system, laptops/computers etc. Employers should also determine if they can leverage existing
tools/technology in new ways.

3. Data Security – In case where remote employees have access to or handle confidential data,
Company’s IT team should ensure that necessary security measures are in place. Cybersecurity
training, software, company-issued systems are some of the things to be considered before
adopting the hybrid work model. Companies need to use security software, identity and access
management tools and policies to ensure safe access to confidential information.

4. Inclusion - Inclusion becomes a significant issue with a remote team. The in-person absence of
someone does not mean the person is not an equal part of the team. In employing a hybrid
model, employers should make sure that their channels of communication are open.
Irrespective of the employees’ location, employers should ensure that they are involved in the
company and team activities. This makes it easy for work-from-home employees to voice their
concerns and provide feedback.

5. Culture - The company culture is the foundation of any business that talks about the values of
the workplace. With a reduced personal touch, it is challenging to build the culture. Mentoring,
coaching, and supporting employees in geographically diverse locations is part of building the
hybrid work culture. It enables personal growth and prioritization of quality work. Weekly catch-
ups and check-in meetings are a great way to facilitate an inclusive and positive workplace.

Other information:

Pros of #HybridWork:

1. Improved Employee Well-being- People with experience of hybrid working tend to say that it
gives them more freedom and autonomy over where and how they work, and that it allows
them to spend less time commuting. Together, these changes have had the effect of improving
the work-life balance of many hybrid workers and of making them generally happier.
2. Reduce exposure to illness – In a survey conduct by Evoy, a majority (66%) of employees say
they’re worried about their health and safety when it comes to returning to work. Fewer people
 in the workplace lowers the chance of a sick employee infecting others. Companies can also
require health screenings or proof of vaccination for employees coming into the workplace
3. Effective Increase in Income - By allowing people to work from home much more often, hybrid
working helps knowledge workers minimise their commute costs and thus effectively functions
as a tax-free increase to disposable income.
4. Hire talent across the globe - In a hybrid work model, companies can hire talent from all around
the globe. Having access to a wider talent pool mean companies can hire people with specialized
skills. This can give each organization a competitive edge, help them move into new markets,
and ensure around-the-clock productivity.

Cons of #HybridWork:

1. Diminished client experience - In many businesses, there’s a certain level of specialization for
client management. Without the mandatory need for customer-facing employees to station at
the office, some urgent cases may be neglected. If customers are used to coming in for a
physical consultation for specialist services, for example at the bank, this may disrupt the
familiar customer experience. While technology can help mitigate this problem, it takes time to
transition to new standardized procedures smoothly.
2. Increased employee isolation - As employees go long periods of time away from each other
focusing on their individual tasks, the relationship and camaraderie built through physically
being present at the office may be weakened.
3. Heightened cyber risks - Cyber-attacks and other related pitfalls like data loss are more likely
when working and communicating from changing locations. Companies need to secure their
digital footprint through constant software updates, robust password management, and multi-
factor authentication as they’re more prone to risk of data breach.
4. Difficulty maintaining productive routines - Needless to say, work-life integration comes with its
unique set of challenges. Common for parents, meetings may often line up in the middle of
attending to kids or other errands and chores. Managers are faced with a new challenge as they
have to be aware and empathize with the individual circumstances of each employee.

Why the hybrid model is here to stay

Hybrid model is here to stay because the benefits of the hybrid workplace outweigh the potential
negatives. That and the fact that, for some employees, there’s no going back to a centralized workplace.
Companies might’ve adopted a hybrid work model out of necessity due to the coronavirus pandemic,
but it’s one that’s going to far outlast it as the new way to accommodate everyone unique work styles
and preferences.