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In the past few years, the term' flexible working' has been introduced more prominently, particularly after the emerging COVID-19 virus situation has changed the perspective of the general structure of the office. A remote-physical work model divides personnel's working hours between home-based and central-office employment. Thus, working on an emphasis area provides several benefits, yet it has disadvantages. It is now time to look at the advantages and disadvantages of hybrid working.
Advantages of New Hybrid Work Models
1. Flexibility: Another advantage I have seen people explore more in the hybrid work model is flexibility. The employees have flexibility in that they can work in the areas of their strength and preference, thus enhancing job satisfaction and work-life balance. Such flexibility is beneficial for workers with family and caring responsibilities, including parents and guardians, to be precise.
2. Increased Productivity: Some workers feel they can work best when operating from home. They prefer it because they have no disturbances from other employees, coworkers or other distractions inherent in an office environment. Moreover, on-site means that time that would have been spent traveling is devoted to productivity, thus offering general work/study improvement.
3. Cost Savings: Thus, the observed organization of work with the subsequent implementation of a hybrid schedule means a considerable reduction in expenses for employers and employees. Business entities can cut business costs, especially rental fees for physical facilities, power and other necessities. Employees spend less on transport, uniforms, lunch, or dinner when working from home.
4. Access to a Broader Talent Pool: Things such as commuting distance are no longer a restricting factor in the employment of people. Worldwide, they can quickly source for a qualified talent that would be difficult to get locally, if at all.
Disadvantages of having Hybrid Models of Work
1. Communication Challenges: Hybrid work models must also improve communication since employees will work from different locations. However, when the complainant is at home while the rest are at the office, ensuring one is in tune with the rest becomes a challenge. It is potentially dangerous because some critical data could be overlooked, and there may be problems with team cohesiveness.
2. Technology Issues: Many employees need a better internet connection or appropriate equipment and tools at home to work. This can cause frustration levels to rise and mean that worker productivity will be down. It is necessary to obtain the proper equipment for remote work and provide backing to facilitate the working process in both environments.
3. Isolation and Mental Health: Having flexibility in where one works is a benefit but can sometimes have negative impacts, such as the employee feeling lonely. That is why employees may get bored; they need more social interaction with their colleagues when working from home, which can adversely affect their mental state and their welfare.
4. Management Challenges: Supervising the workers of this type of team is challenging as applying different techniques is essential. Managers MUST ensure that workers communicating and undertaking their work remotely feel included in the team. They have to identify how they can manage performance without hovering over the workers, which, to an extent, can be challenging.
Conclusion
Blended work schedules compromise remote and in-office work since both have some benefits. This is because, like most interventions, they offer many advantages but present various difficulties, including problems and demands in communication, technology requirements and possibly social exclusion. If these challenges are met and the support is offered, it will be possible to have a proper hybrid work model for both the company and its workers.
