Why is combining remote work with office work the new standard?
Myth #1: Hybrid work means every employee comes to the office several times a week
Reality. This work pattern includes any combination of office and remote work days, and the model where an employee has to come to the office 2-3 times a week is just one option. Some companies decide on which days they have to work from the office list of bahrain cell phone numbers while others leave that choice up to employees.
According to a World Economics Forum study , 64% of people say they are more productive with flexible working. In a survey conducted by Morning Consult, 87% of employees said they would like to work remotely at least one day a week, and 68% said hybrid work is the best solution.
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A tip for employers. There is no formula that would be a perfect fit for every organization, but every company can ask their employees for their opinion and thus learn about their preferences, understand the problems they face and take appropriate steps to solve them. Recently, a model has been gaining popularity in which the entire team is divided into sub-teams with different work modes: entirely remote, hybrid and stationary (office), and each employee can decide on the best option for themselves. This approach offers the simplest way to satisfy different needs and – most importantly – allows employees to decide independently how to organize their work.
Myth #2: Work efficiency drops dramatically if no one works in the office
Reality. This myth reflects the old belief that employees will not perform their duties conscientiously unless their manager is constantly watching over them.
“I hire people to work google adwords is much more than google not to watch them work. But that approach requires a mental shift,” says Frank Weishaupt, CEO of Owl Labs, a manufacturer of AI-based videoconferencing technology.
According to research by the Wharton School, work efficiency during the pandemic remained at the same level as before, and in some companies even increased.
According to the director of the NeuroLeadership Institute, David Roc, the main factor that contributed to the increase in productivity was the ability of employees to make decisions on their own and choose the best solutions for them. Roc states that the forced return to the office can increase the level of anxiety of team members and negatively affect productivity because it will limit their independence.
For employers. Encourage regular conversations between employees and managers about priorities and strategic goals. Make sure managers and their teams know which communication methods work best for them. Take advantage of the opportunity to demonstrate your trust in employees – and they will reciprocate.
Myth #3: Remote work negatively impacts teamwork
Reality. If team members stay connected benin lists hybrid work will not negatively impact the dynamics of their collaboration.
According to a 2021 Gartner study, hybrid teams demonstrate high;
- flexibility (70% vs. 49% of those who work only in the office);
- psychological safety (66% vs. 47%);
- determination (67% vs. 56%);
- empathy (69% vs. 54%).
A tip for employers: For teams that are just starting out, it’s better to start with live interactions and only then move on to remote work.
Myth #4: Soon everything will be “as before”
Reality. According to the Gitlab report and prevailing trends, this is unlikely to happen anytime soon. Team leaders can of course try to force employees back to the office, but there is a risk of losing a significant portion of the staff. Most people who worked remotely do not see a way to return to a world without flexible working hours.
According to Bloomberg, the mass return of IT employees to offices is delayed. One of the reasons is mass protests and employee layoffs.
“Employers need to continually evaluate and review their strategies to make sure they are still relevant. What worked once may not work as well,” says Susan Crowder, manager of industry employer organization G&A Partners.
Advice for employers. Businesses can benefit greatly from employees working where they feel good and are productive. Managers need to remove the obstacles that limit performance, but to do that, leaders need to change their mindset.