#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

[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]

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[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…

[goodoldbandit]

Reimagining Infrastructure Operations Priorities for 2025.

Sanjay Kumar Mohindroo Sanjay Kumar Mohindroo. skm.stayingalive.in Transforming IT from Reactive Fixers to Strategic Innovators Discover a fresh take on Infrastructure Operations Priorities for 2025—where IT shifts from reactive tasks to proactive innovation. A New Dawn in IT Operations Setting the Stage for a Bold Future The world of IT is changing. Today, infrastructure and operations…

[hrtechpub]

Hybrid and Remote Work Models: Embracing Flexibility in the Modern Workplace

The traditional 9-to-5, office-bound work model has undergone a significant transformation in recent years. The global pandemic accelerated a shift toward remote work, and as we move forward, many organizations are adopting hybrid and remote work models to offer employees more flexibility and better work-life balance. These models not only change where employees work but also how they collaborate, communicate, and engage with their teams.

The shift to remote and hybrid work models has proven beneficial in many ways, but it also brings new challenges. Below, we explore the key aspects of hybrid and remote work, highlighting their benefits, challenges, and how companies can adapt to these evolving work structures.

1. Understanding Hybrid vs. Remote Work Models

While both hybrid and remote work offer flexibility, they have distinct differences. Remote work involves employees working from locations outside the office, typically from home, but sometimes from co-working spaces or other remote areas. Employees in remote work models are usually fully removed from the physical office environment.

On the other hand, hybrid work combines the flexibility of remote work with the structure of in-office work. Employees have the option to work remotely some days while coming into the office for collaboration, meetings, or team-building activities on others. Hybrid work allows organizations to offer more flexibility while maintaining in-person interactions when needed.

2. Benefits of Hybrid and Remote Work Models

The flexibility inherent in hybrid and remote work models offers numerous benefits for both employees and employers:

Increased Work-Life Balance: Employees can better manage their personal and professional lives by eliminating long commutes and having the ability to design their schedules. This balance leads to reduced stress, higher job satisfaction, and increased overall well-being.

Attracting Top Talent: Offering hybrid and remote work options can make an organization more attractive to a wider talent pool, as people are increasingly prioritizing flexible work arrangements. Companies can hire from different regions or even internationally, expanding their access to diverse skills and expertise.

Cost Savings: Employers can reduce overhead costs associated with maintaining large office spaces, utilities, and other in-office expenses. Remote work also reduces the need for employees to commute, which can lead to financial savings and reduced environmental impact.

3. Challenges of Hybrid and Remote Work

While there are numerous advantages, there are challenges organizations must address when adopting hybrid and remote work models:

Maintaining Collaboration and Communication: Remote and hybrid models can hinder spontaneous collaboration that often occurs in a traditional office environment. To mitigate this, companies must invest in digital communication tools, video conferencing software, and collaborative platforms to keep teams connected and maintain effective communication.

Ensuring Inclusivity: Hybrid work can unintentionally create a divide between employees who work remotely and those who come into the office regularly. It's crucial for organizations to ensure that all employees feel equally valued and included, regardless of their work location. This may involve providing equal opportunities for career advancement, team involvement, and access to resources.

Maintaining Company Culture: Company culture plays an essential role in employee engagement and productivity. Maintaining a strong culture in a hybrid or remote environment requires intentional efforts, such as virtual team-building activities, regular check-ins, and clear communication of values and expectations.

4. Technology and Tools for Hybrid and Remote Work

To support hybrid and remote work, organizations need to equip their teams with the right technology and tools. This includes:

Collaboration Platforms: Tools like Slack, Microsoft Teams, and Zoom are essential for enabling real-time communication and collaboration among team members, regardless of location. These platforms foster seamless interactions, file sharing, and project management.

Project Management Software: Tools like Asana, Trello, or Monday.com help keep projects on track and ensure everyone is aligned on tasks, deadlines, and priorities. Clear task assignments and progress tracking are critical when teams are working from different locations.

Cloud-Based Solutions: Cloud storage and document-sharing platforms like Google Drive, Dropbox, and SharePoint ensure that team members have access to important files and documents no matter where they are working.

5. Best Practices for Hybrid and Remote Work Success

For hybrid and remote work to be successful, companies must establish clear guidelines and best practices that support both productivity and well-being:

Clear Expectations and Communication: It's important to set clear expectations around working hours, availability, and deliverables for remote and hybrid employees. Regular check-ins with managers help to maintain a sense of accountability while fostering open communication.

Promote Mental Health and Well-being: Remote and hybrid work can sometimes lead to feelings of isolation or burnout. Companies should encourage employees to take regular breaks, practice self-care, and make use of mental health resources to ensure their well-being.

Focus on Outcomes, Not Hours: Instead of micromanaging remote employees, focus on the outcomes and quality of their work. Empowering employees to take ownership of their tasks and goals will boost productivity and morale while fostering trust.

Conclusion:

The shift toward hybrid and remote work models represents a significant evolution in the modern workplace. These models provide flexibility, work-life balance, and cost savings, but they also require careful planning and the right tools to overcome communication barriers and maintain company culture. By investing in technology, promoting inclusivity, and setting clear expectations, companies can successfully navigate the challenges of remote and hybrid work, creating more adaptive and resilient organizations for the future.

As businesses continue to evolve, embracing hybrid and remote work will not only help attract top talent but also improve employee satisfaction and retention. The future of work is flexible—and companies that adapt to this change will thrive in a rapidly changing world.

To learn more, visit HR Tech Pub.

[quarecresourcespvtltd]

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[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.

[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.

[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…