The Rise of Remote and Hybrid Workers

The widespread adoption of remote work during the peak of the COVID-19 pandemic was, by far, the most impactful change to the global workforce in over 100 years. Even the internet didn’t manage to disrupt so many companies’ workflows, upend their organizational strategy, and leave teams feeling lost as they tried to assimilate to a digital environment.

No company can afford to ignore the benefits of remote and hybrid work models anymore; not only do they grant employees greater autonomy and independence, but they also lower the company’s bottom line by reducing resource consumption and improving efficiency.

Consider these statistics:

• 74% of US companies use or are planning to use a fully hybrid model
• 66% of Americans are able to work remotely at least part-time
• 63% of high-growth organizations use a hybrid work model
• 16% of all companies are fully remote across the globe.

At this point, companies can’t afford not to offer workplace flexibility. It is one of the leading factors affecting employee attrition and turnover rates. It also happens to be one of the greatest benefits that job candidates look for when choosing which companies to apply to.

Is hybrid better than remote work?

Many companies that went fully remote over the course of the pandemic eventually adopted a hybrid model to boost employee engagement and uphold greater accountability.

While remote workers can put in more hours than their office-bound peers, their efficiency may be lower in some companies.

This can be caused by a variety of factors, such as an organization that does not have a strong digital environment or one that has not modified its operations to work well remotely.

Hybrid solutions can often help companies close gaps and overcome challenges without compromising on the work-life balance employees need and deserve.

A hybrid workforce is dynamic, and it allows companies to still measure performance effectively without forcing employees to be in the office 40+ hours a week. There are several hybrid advantages over completely remote work, which include:

• Increased collaboration across teams
• Greater utilization of company resources
• Optimized internal operations
• Improved productivity
• Greater cross-functional collaboration
• Reduced risk of burnout
• Higher levels of employee motivation

For companies struggling with remote worker performance, a hybrid model can address concerns and integrate solutions in a way that benefits both the worker and company. The best part? Hybrid work is hardly a one-size-fits all model.

Any company that is willing to develop its own strategy can find a way to make a hybrid model work for them. You could consider having hybrid on-demand, which essentially turns the once full-time office into a co-working space. Employees can choose which days and what hours they will be in the office, schedule meetings with one another, and still control their hours while meeting any required quotas.

Another option is to have a split week where 50% of the week is done remotely and the other 50% takes place in the office. This can be particularly beneficial for companies that handle complex tasks that require a lot of cross-functional collaboration between teams.

Ask your workers what would work for them. Employers who often struggle to implement the most effective changes tend to focus more on their own judgment than their employees’ wants. As a HR, you have the ability to strategize with the workforce and understand what they feel would be most beneficial for their productivity.

Here are some top tips on how to survey your employees to ensure maximum feedback and in turn, results👇

How to Survey Your Employees

Pros and Challenges of Hybrid and Remote Work

The flexibility, work-life balance, and competitive advantage are major pluses for hybrid companies. Remote work ultimately empowers an employee while demonstrating a company’s respect for their time and personal freedom.

On the other hand, a hybrid work environment can be difficult to manage. It requires new KPIs, better software, and a strategic approach that respects and adapts to all the nuances of remote work culture.

The truth is no workforce is perfect, no matter where its employees perform their jobs. With an open mind and willingness to collaborate with employees, companies can embrace this new era of work and create a rewarding environment that benefits everyone involved.

Learn more about training employees in the era of hybrid work👇

Training Employees in the Era of Hybrid Work

Is the future of work Hybrid or Remote work?

Well, it depends. In 2023, we see a motion back to the offices. This makes sense since most companies haven’t been able to adopt a company culture (and employee management style) that enables effective remote collaboration, this has impacted employee productivity at these organizations. No surprise that they would want to eliminate the complexity of managing the workforce from afar.

On the other hand, companies that have invested resources in tools that enable remote onboarding, training, collaboration for employees + communication and team development tools for managers,  have been able to maintain productivity levels even when teams do not meet daily.

So we would say the future of work is as split as the opinions are on which is better, remote or hybrid. But whatever model your organization choose, as an L&D, you must ensure you have the tools to support your workforce, whether in person or remote. If you feel like you might be missing some, we might be able to help, so reach out for a quick call here 👈