This report has an aim to systemize and uncover all the details about the new ways of working that the hybrid format is offering from the people & organization processes standpoint. One can find the history and the background regarding how this format appeared then evolved and what is the current status of its application globally. Threats and the opportunities, as well as ways to overcome threats and utilize opportunities are also presented and illustrated with practical examples and case studies and inks to referring articles.
Hybrid work model which provides best of both worlds: office and remote. Hybrid work model means that more than 30 % roles work more than 50 % of their time remotely and it forces firm to change its business model and key management practices.
• Updated processes, practices and systems of people management: renovated processes are focused on creativity, relationships, knowledge, well-being and engagement.
• Digital workplace solutions.
• Communication and coordination: clear schedule, rules and principles.
• Office spaces for collaboration and integration: free desks for teams and individuals, agile office spaces.
• Training and support for managers and employees in self-organization, motivation, remote & stress management.
Opportunities and threats of hybrid:
+ Effectiveness and optimization. – Creativity and innovations.
+ Competitive advantages. – Information security.
+ Attractiveness for talents. – Corporate culture erosion.
+ Engagement. – Mental well-being and stress.
What do we need to implement hybrid?
• State purpose and measurement of effectiveness and efficiency.
• Provide digital workplaces.
• Decisions for IT security.
• Renew HR processes and systems.
• Redesign office space.
• Control mental wellbeing and stress.
The reason we wrote this analytical report now is because this format is only emerging. Before hybrid way of working was only for several roles in organization and it didn’t transform the ways of how people communicate, engage, build relations. But COVID time really pushed the whole world forward towards the remote work and now hybrid will combine the best of both ways of working. There is no blueprint created on how to effectively and efficiently implement this. It’s very important to analyze, systemize all the cases that happening right now in the organization globally and particularly in Russia to share those practices with the organizations who are thinking about this. This defiantly is a best format for “knowledge” workers, for the organization that develops and practice digital and agile ways of working, digital product development and communication with the client.
The purpose of this report is also to spread the knowledge and practices across many target audiences and industries that needs it. To engage global community into discussion, continue researching and to building the blueprint for the future together. As it is important to unite efforts, resources in order accelerate results, eliminate mistakes that someone already uncovered and utilize opportunities. Since it’s the format of currant reality and future as well. If not implemented properly, people overwork, loose morale, diversity & inclusion, effectiveness and efficiency and go back to the past format, missing all the opportunities, loosing competitive advantage, that will soon be the norm for ways of working. Plus, leaders should be aware of that as employees will be there where the leaders are and where the majority is.
This report is useful for all the organizational leaders and founders, HR& Transformation leaders, IT and office managers, real-estate managers who are constantly thinking about the best and most effective formats of collaboration, decision making, scaling in their organization. As hybrid way of working is not just an offline with the mix of remote. Hybrid – is the best of both worlds. It is a completely different format. It’s always a unique combination of hybrid ways of working that each company builds for oneself. Because the reasons why hybrid is needed in each particular case is different. The main driver could be client/customer need, or cost, or freedom for employees to plan and organize more productive and balanced life, ability to include different work force from different time zone, geographies or combination of these and other particular reasons.
People who only get started to get acquainted with this topic can start from the beginning of the report. If you already have some practical experience, you can go back and forth, brose through the report, making some notes, finding and systemizing missing puzzles. If you are looking on cases for certain issues and a list of verified sources, go to that chapter directly and list of references. If you need a checklist on whether you need this format and how difficult it would be for you to transform your organization, go to the corresponding chapter at the end.
After the executive summary we describe what it is and the origin, as well as reasons why this way of working did evolve. Then we describe what are the main opportunities and threats and what changes need to be implemented in organization if organization wants to deploy this format effectively as well as how to assess effectiveness and efficiency of the implementation. Later we describe several case studies followed by the checklist methodology on how to assess the need for hybrid format for your organization and how difficult or easy it would be to implement it if you want one. At the end of this analytical survey, you will find some unanswered questions that we would like to take part and discover and of cause the reference to all the open-source material we found useful.