The idea of the “desk” has always been that of a place where people from different backgrounds come together to achieve a common goal. Whether you are a lawyer, coder or product manufacturereach trade, profession or occupation required a physical presence in a place common to all.
Communication and collaboration are two main factors that required an on-site presence. However, things have changed in recent years. Rapid advances in technology have enabled collaboration and communication between teams across geographies.
While advances such as the cloud and communication and collaboration tools such as Slack, Google Meet, JIRA and Asana had paved the way for remote and hybrid work models, organizations were hesitant to adopt them and continued to operate. old. They were wary of the investment needed to adopt these technologies and the associated issues like data security and privacy. Moreover, it was perceived as a threat to the organizational culture.
Leaders believed that with the introduction of hybrid or remote work opportunities, it would be difficult to develop a team spirit and the result would be an unmotivated and unorganized workforce. They feared that the teams would not be able to work towards the common goal and the and organizational goals would suffer.
However, the pandemic acted as a catalyst and even reluctant companies embraced digitalization and remote work culture as it was impossible to get work done in the traditional way following restrictions and limitations imposed by governments around the world. entire. From large secular organizations to startups, any organization engaged on the digital path. Nevertheless there is organizations that cannot live without physical presence, such as construction, field workers, on-site repair, etc., have had to continue with their existing model.
The need for remote work
According to an Accenture report on the future of work, 63% of high-growth organizations have enabled the productivity model everywhere, while 69% of zero-growth companies continue to prioritize physical presence. Remote work opportunities allow organizations to hire talent from around the world without having to relocate them. People from different geographies can contribute to the achievement of a common goal by working together asynchronously. While synchronous work was a core feature of the office work system, the remote work culture allows people from different time zones to work towards a common goal.
The culture of working remotely saves valuable time spent in traffic and allows teams to start their days from the comfort of their homes. It promotes productivity because people don’t have to struggle to get to work. The flexibility provided by the remote work culture is another plus for employees. It provides a work-life balance that is often compromised in traditional work culture. Flexible hours allow employees to devote enough time to family commitments and work more efficiently.
However, the culture of remote work does not work for all types of companies. Some organizations can’t get away from physical presence requirements, so the remote work model can’t help them. Additionally, even these remote work culture companies engage in onsite/offsite meetings to foster camaraderie between teams and their members.
While organizations are constantly onboarding people virtually now, onsite onboarding offers a completely different experience. New members feel connected to the organization when they meet their colleagues and can identify people in person rather than struggling to remember their names while staring at them on their screens.
Hybrid Work Culture: The Future of Work
An AT&T study, which saw the participation of over 87% of director-level employees working in different organizations, revealed that over 81% of employees believe that a hybrid work model would be the most preferred work culture here. 2024. The model fosters a sense of belonging that we all need to stay motivated. The occasional on-site presence element in the hybrid model makes it more suitable for better collaboration. Plus, employees can hang out with each other in refreshment areas and develop a bond that’s impossible on online chat rooms.
The flexibility guaranteed by the hybrid work model allows employees to develop leadership capabilities in which they choose to work from home or in the office depending on their needs. If the home environment is too chaotic to achieve a goal on a particular day, they have the option of working from the office and avoiding a drop in productivity.
Some organizations that advocate and practice the hybrid model have gone further and removed the need for mandatory login hours. Such practices can foster a trusting environment where employees are not judged based on time spent in the office. They prove their value through results and key areas of responsibility or key performance indicators. As the results come in, a culture of meritocracy develops within the organization, which can bring positive and far-reaching results.
Research indicates that the hybrid work culture is seeing rapid adoption across all segments. The flexibility is increasingly encouraging organizations that require a physical presence to embrace it as the ability to join onsite to work is always there. The hybrid model is the future of work as it is the most preferred model by employees and employers.
The opinions expressed above are those of the author.
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