The COVID-19 pandemic has created many challenges for employers, and as the uncertainties surrounding the COVID-19 variants, vaccines and booster shots continues, so will the workforce challenges.
At the beginning of the pandemic almost two years ago, your organization most likely rapidly transitioned to remote work. Since then, you may have remained remote, transitioned back into the workplace, or you might be stuck somewhere in the middle. If you are unsure of where to go from here, a hybrid workforce model might be the solution.
What is a Hybrid Workforce Model?
As explained by a recent Bamboo HR article, a “hybrid workforce model” is a flexible, or hybrid, work arrangement that incorporates employees who work in a single, central location (e.g., an office, store, or warehouse), employees who work remotely, and employees who alternate between in-office and remote work. To clarify, this is not just a buzzword to explain the chaos that COVID-19 created. A hybrid workforce model is deliberate, proactive plan driven by a combination of factors, including employee well-being and business performance. It is strategic decision that will, if done right, positively affect every dynamic and relationship across your business.
As stated in the article, correctly implementing a hybrid workforce model requires employers to assess the costs, benefits, and desired outcomes for their people and business, and then creating a plan that minimizes the costs, maximizes the benefits, and achieves the result they want.
Is it Right for Your Organization?
If you are trying to decide if a hybrid workforce model is the right decision for your organization, consider these benefits and potential challenges:
- The additional flexibility a hybrid workforce model provides increased employee satisfaction and can help you retain top talent. A survey by LiveCareer found that 29% of respondents said they’ll quit their jobs if they can’t continue working remotely at least some of the time after the pandemic.
- Hybrid workforces help to increase employee well-being, productivity and creativity.
- This model has also been linked to increased revenue, lower in-office costs, lower hiring costs, higher employee real incomes and reduced emissions.
- Working from home as part of this model does come with potential drawbacks, such as like distractions, child care, limited privacy, and loneliness.
- Not every home environment is created equal, so you will need offer tools or resources to help smooth out any socioeconomic inequalities.
- Employers must be fully committed to both employee experiences for this model to be successful. This does require more time and effort on your end.
Keep in mind that every workforce is different and there is no one right answer. A hybrid workforce model may be the perfect solution for some organizations and not for others. As an employer, your decision should be based on what works best for you and your employees. If you’d like to learn more about hybrid workforce models and how to implement one, click here!