#hybrid work

[gl-saveme]

Hybrid work schedule is usually great because I get to work from home half of the week except for random weeks when leadership is in town so we have to come to the office on say a Friday when THE episode 6 of Affair is out

[petiolata]

The fluorescent lighting in this office is killing me. Only my hair looks alive. This is cruelty beyond measure.

[bulldogblues]

Articles like this about hybrid working vs full time in office really get on my nerves.

Back in 2021-2022, the conversation was making hybrid 'the best of both worlds' and balancing in-office face-to-face collaboration with the flexibility and focus that comes with working from home, tailored on a case-by-case basis depending on someone's job, position within the company hierarchy and personal circumstances.

Since then, this nuance has been flushed down the toilet and it's all about having all office workers in three, four, even all five days a week regardless, with no consideration regarding what's actually more productive.

A lot of these companies have outright admitted it's intended to get some staff to quit without having to make redundancies, yet this aspect is almost never brought up.

And this impacts some demographics far more than others. Remote work is a massive boost to so many disabled people, and the government supposedly wants more of them in the working world - so why the hell aren't they supporting one of the key measures that could get more of them in the workforce? And as for working parents (primarily working mothers, but some fathers too!), that loss of flexibility can be the difference between actually getting to spend some time with their kids or not. Or being able to access the childcare they need or not.

I'm comparatively lucky as our company is only mandating two days a week in office, but even that is pretty pointless when many of our teams are located across the country (in some cases even abroad!) and you'll be spending the whole day on Teams calls anyway...

[wfhresearcher]

Help me develop an effective virtual team leader scale!

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[nando161mando]

"Hybrid work is burning us out" - First they came for Remote work and now Hybrid...

https://www.linkedin.com/news/story/hybrid-work-is-burning-us-out-5962001/

[willcodehtmlforfood]

(sadly paywalled

"Mohammed Marikar’s typical commute to his office in the City of London takes three and a half hours. On a bad day, it is more than four.

The senior director at RBC Wealth Management is one of a growing breed of “super-commuters”, many of whom moved out of town during the pandemic to increase their living space in more affordable regions, and now travel long distances to their workplace for part of the week.

The proportion of commuters globally doing a journey of 90-120 minutes at least once a week has risen from 2.4 per cent in 2020 to just over 4 per cent in 2024, according to Euromonitor. Those with a commute of more than 120 minutes rose from 2.7 per cent to 3.4 per cent.

Marikar and his wife, who runs her own business, moved with their four children from Eastcote, north-west London, to north Wales in 2022. Instead of his previous daily commute of 75 minutes, Marikar gets up at 5am on a Tuesday morning and is at his desk at about 10am — working a later shift so he can overlap with colleagues in Toronto. He returns to Wales after work on Thursday. On Mondays and Fridays, he works from home.

Marikar sometimes ponders the wisdom of his move when stuck in gridlock traffic, but on balance is happy. “You notice a difference in the air. There’s a lot more we can do at the weekends with the kids.” Even when they lived in London, making it home for dinner was pretty rare.

Love Whelchel now travels to his job in New York from Miami, having moved from New Jersey. He typically spends a fortnight at home and then a week commuting. Although he is away more he says the time he does have with his family is better quality. “It’s given me some balance and focus. This has been an amazing time to spend with my teenage son. When I was commuting in New York, I barely saw him.”

Some employers are attempting to ease the financial burden on long-distance commuters beyond allowing them to work part of the week from home and offering rail season ticket loans. For Marikar, the game changer has been his company’s electric car financing arrangement paid through salary sacrifice — an increasingly popular benefit among employers — that spurred him to switch from trains, which can cost up to about £350 a week, to driving, which is just under £50. “The journey is longer. [But] I don’t need to stick to train times. If a train is [delayed] I’m not stuck.”

Adam Wyman, employment partner at law firm Travers Smith, says companies tend not to incentivise commuting but will reimburse travel and accommodation for some high performers. “Businesses that have a skills gap are looking more widely than before. They can recruit someone in another country and pay for them to come to the office where and when.” He also observes a post-pandemic trend for some companies to provide discretionary packages for staff they want to retain who are moving to other countries to be closer to family."

[roysexton]

The Future of Work: Human Connections #lma23 #lmamkt … interview with yours truly

READ INTERVIEW HERE: https://lnkd.in/gwrJfjAx Thank you, Gina Longo! I so enjoyed our conversation a few weeks back, and WOW! I love how you captured and framed it here. I come off like quite the good-hearted provocateur! I’ll take it! Love you EXCERPT: “And I’ll add one more: live in abundance, not scarcity. Stop competing with your own colleagues over nothing. Don’t do that to people. Just be…

[the-remote-jobs]

Companies With 4-Day Work Weeks Part 11 (link in the bio)

[medadoffices]

Hybrid Work: The Future of Workplaces

What is Hybrid Work?

Hybrid work is a flexible work model that combines remote and in-office work, allowing employees to divide their time between working from home and the office. This approach aims to provide the best of both worlds by balancing productivity, collaboration, and work-life balance.

Importance of Hybrid Work

Increased Flexibility: Hybrid work provides employees with the freedom to choose their work environment.

Enhanced Productivity: Employees can work in settings that suit their needs, boosting efficiency.

Improved Work-Life Balance: Balancing work and personal life becomes easier with flexible schedules.

Cost Savings: Both employers and employees save on operational and commuting costs.

Access to Global Talent: Companies can hire talent from different geographical locations.

Key Components of a Successful Hybrid Work Model

Clear Policies: Establish guidelines for remote and in-office work.

Technology Infrastructure: Provide tools for seamless communication and collaboration.

Employee Training: Ensure employees are equipped to work effectively in a hybrid setup.

Regular Communication: Maintain transparency and regular check-ins to keep teams aligned.

Adaptable Office Spaces: Design office spaces to support collaborative and individual work.

Benefits of Hybrid Work for Employees

Autonomy: Greater control over work schedules.

Reduced Stress: Less commuting leads to lower stress levels.

Better Focus: Remote work allows for fewer distractions, improving concentration.

Healthier Lifestyle: More time for exercise, healthy meals, and rest.

Benefits of Hybrid Work for Employers

Higher Employee Satisfaction: Flexible work options improve morale and retention.

Lower Overheads: Reduced office space requirements lead to cost savings.

Increased Resilience: Companies can adapt to disruptions like pandemics more effectively.

Diverse Workforce: Hiring remote workers expands the talent pool.

Challenges of Hybrid Work

Maintaining Team Cohesion: Ensuring strong relationships among remote and in-office employees.

Managing Performance: Monitoring productivity without micromanaging.

Tech Dependence: Relying heavily on technology for communication and operations.

Equity Concerns: Balancing opportunities for remote and in-office workers.

Strategies to Overcome Hybrid Work Challenges

Use Collaborative Tools: Implement platforms like Slack, Zoom, and Asana.

Promote Inclusivity: Ensure equal opportunities and access to resources for all employees.

Foster a Strong Culture: Build a culture that supports hybrid work through trust and flexibility.

Regular Feedback: Collect feedback to understand and address employee concerns.

Examples of Successful Hybrid Work Models

Google: Employees work three days in the office and two remotely.

Microsoft: Offers flexibility to employees based on their roles and needs.

HubSpot: Allows employees to choose between remote, office, or hybrid work setups.

Tips for Implementing Hybrid Work

Assess Needs: Understand the unique requirements of your workforce.

Invest in Technology: Provide reliable tools for remote and in-office work.

Prioritize Communication: Use regular updates and meetings to maintain alignment.

Measure Success: Track productivity and employee satisfaction to refine the model.

Conclusion

Hybrid work represents a transformative approach to the workplace, combining the advantages of remote and in-office work. By addressing challenges and implementing best practices, businesses can create a model that supports productivity, collaboration, and employee well-being. As the future of work continues to evolve, hybrid work stands out as a sustainable and effective solution for modern workplaces.

[lavandamichelle]

The Future of Remote Work: Trends to Watch in 2025

Remote work has reshaped the workplace landscape over the past few years, offering flexibility, convenience, and new opportunities. As we move into 2025, several key trends are emerging that will continue to define how remote work evolves. Whether you’re an employer or employee, staying ahead of these trends will ensure you’re well-prepared for the future of work. 1. Hybrid Work Models One of…

[aditi2987]

"The Role of HRMS Platforms in Supporting Hybrid Work Models"

The shift to hybrid work models has transformed the workplace, blending remote and in-office work to offer flexibility and enhance productivity. While this model has clear benefits, it also brings challenges, especially for managing teams, maintaining engagement, and ensuring seamless operations. This is where Human Resource Management Systems (HRMS) step in as a critical enabler of hybrid work success.

In this article, we’ll explore the pivotal role HRMS platforms play in supporting hybrid work models and helping businesses thrive in this new era.

1. Simplifying Employee Onboarding

Hybrid work environments require innovative approaches to onboarding. An HRMS platform ensures:

Virtual Onboarding: Digital workflows for signing contracts, sharing company policies, and completing mandatory training.

Personalized Experiences: Tailored onboarding journeys based on employee roles and locations.

Tracking and Feedback: Automated tools to monitor progress and collect feedback from new hires.

2. Enhancing Communication and Collaboration

HRMS platforms foster seamless communication by integrating with tools like Slack, Microsoft Teams, and Zoom. Key features include:

Centralized Information Hubs: Employees can access updates, resources, and announcements in one place.

Feedback Mechanisms: Employees can share suggestions or concerns via surveys and chat options.

Social Features: Tools like discussion forums and group chats build community, even across distances.

3. Streamlining Attendance and Time Tracking

Hybrid work complicates traditional attendance systems, but HRMS platforms provide:

Geotagging and Geofencing: Track remote and in-office attendance accurately.

Automated Time Logs: Enable employees to log hours seamlessly, ensuring compliance with labor laws.

Flexible Work Schedules: Support different shifts and schedules tailored to hybrid needs.

4. Enabling Performance Management

Managing performance across hybrid teams requires clear visibility and continuous feedback. HRMS platforms offer:

Goal Setting and Tracking: Align individual goals with company objectives and monitor progress.

Real-Time Feedback: Facilitate ongoing feedback through automated prompts and check-ins.

Data-Driven Insights: Use analytics to identify high performers and address areas for improvement.

5. Supporting Employee Well-Being

Hybrid work can blur work-life boundaries, making well-being initiatives critical. HRMS platforms help by:

Wellness Programs: Provide access to wellness resources, such as mental health support and fitness programs.

Pulse Surveys: Gauge employee morale and address concerns promptly.

Work-Life Balance Tools: Offer flexible scheduling options and leave management systems.

6. Automating HR Processes

Automation is a cornerstone of HRMS platforms, reducing the administrative burden. Benefits include:

Paperless Operations: Digitalize forms, contracts, and approvals for a seamless experience.

Workflow Automation: Automate routine tasks like payroll processing, expense approvals, and compliance checks.

Customizable Workflows: Tailor processes to fit hybrid-specific needs, like remote work approvals.

7. Driving Employee Engagement

Keeping hybrid teams engaged is easier with HRMS tools that:

Gamify Tasks: Recognize and reward achievements through points and badges.

Promote Transparency: Offer visibility into company updates and decisions.

Foster Recognition: Provide platforms for peer and managerial recognition to boost morale.

8. Centralized Data Management

HRMS platforms act as a single source of truth for employee data, including:

Secure Storage: Safeguard sensitive information with encryption and access controls.

Comprehensive Analytics: Use dashboards to track trends in productivity, engagement, and attrition.

Regulatory Compliance: Ensure compliance with local labor laws and global standards.

9. Facilitating Learning and Development

Hybrid work models demand continuous upskilling. HRMS platforms support this by:

E-Learning Modules: Provide access to online courses, webinars, and training programs.

Progress Tracking: Monitor employee participation and completion rates.

Career Development Plans: Help employees build personalized growth paths.

10. Scaling With Business Needs

As businesses grow or adapt, HRMS platforms scale effortlessly. They support:

Workforce Expansion: Handle the complexities of onboarding and managing larger teams.

Global Teams: Accommodate multi-location teams with localized compliance and processes.

Custom Features: Add modules and integrations as requirements evolve.

How to Choose the Right HRMS for a Hybrid Workplace

When selecting an HRMS platform for your hybrid team, consider:

Scalability: Can the platform grow with your business?

User-Friendly Design: Is it intuitive and accessible for all employees?

Integration Capabilities: Does it work with your existing tools and software?

Data Security: Are compliance and security measures robust enough for sensitive information?

Conclusion

HRMS platforms are more than just tools for managing HR tasks—they’re enablers of productivity, engagement, and growth in hybrid work environments. From streamlining processes to boosting employee morale, these platforms provide the structure and flexibility needed for hybrid teams to excel. As workplaces continue to evolve, adopting a powerful HRMS will be a cornerstone of success.

[bulldogblues]

Don't get me wrong, there are some benefits to office working in certain jobs that can't be replicated or can't be replicated as easily working from home.

But the way so many of these companies are doing it is completely arbitrary, benefits no one, and is costing workers massively in terms of time and money.

There are so many stories out there about people being forced to go into the office multiple times a week, only to have to spend the entire day on Zoom calls anyway. It makes no sense.

Hybrid working should be about flexing the best of both in-office working and working from home, not 'you have to be in the office these days regardless of if it's beneficial'.

And as for the office jobs wanting people back in five days a week when it's been proven they can be done from home? That's just turning the clock back for the sake of it and refusing to evolve.

This article touches upon it briefly, but this is also a decision that affects some demographics more than others, in particular working parents, disproportionately women and mothers compared to men and fathers too, and disabled people for whom WFH can be the difference between people able to hold down a job or remaining unemployed.

[moneyeva]

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