The future of hybrid work

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This article was contributed by Tim Rowley, CTO and COO at PeopleKD,

If you are still wondering when, or even, the working world pre-epidemic will return to “normal”, you are wasting valuable time. All signs point to the rise of a new business model that employees find in the middle, including remote work and greater flexibility in traditional models. Most forward thinking companies are already thinking about how to best support their employees’ work-life balance. The future of hybrid work has come.

In fact, Kate Lister, president of Global Workplace Analytics, recently told CNBC that her research found that 56% of U.S. workers have work that can be done at least partially remotely. However, what does this mean for employers? What a hybrid work looks like – or, more precisely, what Should Looks like hybrid work to create the most productive work environment for companies and attract the best talent?

The answers will depend on the expectations of the industry, the company and to some extent the employees. But for any business leader to start drawing a clear picture of hybrid work in their own organization, the best place to start is by thinking critically about the following questions:

How will the evolution of technology affect hybrids?

In the last two years alone, we’ve seen big wholesale changes in the way we use technology to accommodate out-of-office employees. But the future of hybrid work is not limited to the next iteration of Slack or Zoom. Adopting this new paradigm means thinking not only about technological advances that improve productivity, but also about helping workers support or increase the increased flexibility they seek in their lives. For example: simpler, better integrated communication that at the same time pays more attention to employees’ time and privacy.

How does the company support the hybrid work model?

Today, we are well aware of the dangers of “hustle culture” and the risks of burnout in the workplace, which is why employers should welcome the benefits of hybrid work. (Did you know that employees who are offered a remote option are more productive?) Nevertheless, synchronizing workers’ schedules for meetings and collaborative project work, creating opportunities for unplanned but extraordinary business interactions, and promoting social engagement. Useful in finding ways. Building productive and lasting work relationships under this new model is a valid concern for most companies. Tech Solutions and Smart Scheduling offer some simple strategies to keep the lines of communication open and ensure employees are working with integrity. Just remember: employers hoping to motivate (and retain) high-quality workers need to think less and more in terms of all access to optimize designated overlap in employee schedules.

What are some ways to make the workplace more flexible for employees without sacrificing productivity?

This may trigger some managers, but it must be said: start measuring meetings back. Too many conference-room gatherings and zoom calls are, frankly, not suitable for the time and mental change demanded from front-line employees. When possible, reduce the number of meetings overall, making sure there are invitees Only Workers who are mission-critical and limit meetings to a unified block of time each day. Make them short. Organization No-Meet Friday. Building flexibility for employees to work from home at least one day a week or to arrive home early for family dinners and children’s activities is a great step towards worker satisfaction and maintenance.

How can hybrid model diversity affect initiatives?

Remote and hybrid work helps democratize the workplace in a way that may be invisible to the average employer. Employees working with children at home, employees with disabilities and those who do not have a car or have a price outside the immediate vicinity of the office will benefit greatly from this new pattern. And remote work opens an employee pool not only outside the company’s neighborhood, but for workers around the world. It opens the door to new perspectives and living experiences that create a richer, better equipped workforce. New AI-based tech solutions can track speaking time for women and voices with pronunciation in remote meetings. Hybrid work does not just include equal representation – it supports diversity throughout the company.

Given the flexibility employees seek, can contract work be a legitimate solution in an uncertain labor market?

Absolutely. Most large companies are already outsourcing certain trends in their business or hiring freelancers to provide specialized services. It should not be a leap for organizations to consider contract employees for the minimum percentage of employees that have long been considered to be the domain of permanent staff. Whether the food distributor needs on-call IT consultation or the accounting firm to temporarily increase its seasonal staff, remote or on-site contractors provide unparalleled flexibility to employees.

As we begin to think of hybrid work as a more permanent fixture across industries, it is important that business leaders avoid associating their mindset with the old model. Hybrids can vary by work department or team. This will require establishing clear guidelines for when and how often employees are expected to be in the office or available to communicate remotely. But there is a new example HereEmployers who recognize that hybrid work is the future of the job – and then plan accordingly – will have the best opportunity to attract and retain the best employees available.

Tim Rowley is the CTO and COO of PeopleCaddy,


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