Employers have remained divided in terms of their workforce model plans for the future. Many organizations are electing to use onsite models, but several organizations are offering both fully remote and hybrid work options for their employees.1
The rising number of COVID-19 Delta variant cases, however, presented employers and employees with potential safety and workplace issues for Q3 and Q4,2 highlighting the potential implications of returning to onsite work. To adapt and respond to these concerns, companies have started moving toward the world of ‘working anywhere.’ Simultaneously, employees’ job preferences have moved towards remote work, hybrid work, and greater benefits.
The viability of hybrid and remote models has become increasingly evident, serving as effective crisis proofing tools as well as increasingly desirable factors for potential employees and employers. Reshaping the workplace and a respective work model to better handle and adapt to pandemic-level issues can positively impact an organization’s workforce and efficiency.
Remote or Hybrid Work?
Large technology organizations are piloting large-scale, long-term remote or hybrid work models for their employees. Twitter,3 Facebook,4 and Google have all begun making large-scale changes in the workplace, allowing employees in all sectors of their companies to work remotely permanently.
These companies are using hybrid models to retain and attract skilled talent while reinforcing their businesses’ adaptability for future crises. This understanding of adaptability and employees’ preferences is indicative of the future of work models, where hybrid options increase employee morale, performance,5 and an organization’s success. Having a successful team both in and out of the office is slowly becoming a standard of the present.
Companies are using hybrid models to retain and attract skilled talent while reinforcing their businesses’ adaptability for future crises
Choosing between onsite, hybrid, and remote workforce models is at the forefront of organizational plans for 2022. Although the widespread use of remote models has demonstrated the utility of remote work for both employees and employers, most organizations continue to use hybrid or onsite models as they work to modernize their workplace. Currently, 90 percent of employers are planning to solely use hybrid or onsite models moving forward.6 This percentage is likely to continuously increase, in favor of hybrid models, as employers increasingly hire remote and flexible workers.7
However, it’s crucial for employers to outline and communicate their intended work model plans to employees. Open communication about hybrid or onsite plans, office changes, and improvements will increase employee morale and reinforce a company’s commitment to workplace safety.8
Additionally, hybrid models enable companies to offer third workplace options—repurposed location aside from one’s home or the office for employees to work.9 Third workplaces will allow companies to fully capitalize on hybrid models, saving substantial office costs and space, and increasing employee performance and satisfaction by offering more flexibility.
Currently, 90 percent of employers are planning to solely use hybrid or onsite models moving forward.6
The debate on preferred work models for optimized business performance has also created a secondary discussion concerning location-based salaries for remote employees.10 Some employers are looking to change their compensation rates for remote workers to incentivize talent to work onsite. On the opposing side, some companies are increasing compensation for remote talent, offering potential employees the same compensation as those working onsite in cities.
Since most workers are searching for companies with remote and hybrid options, location-based salaries could isolate and disengage highly skilled talent. Employers will need to implement compensation policies that legitimize remote work to ensure they’re sourcing the widest possible pool of talent. In the case of a hybrid model, this will make workers both in and out of the office feel valued and positively increase a company’s brand awareness with potential employees. Hybrid models also present organizations with an accessible opportunity to capitalize on both onsite and remote talent pools.
To fully take advantage of the workforce models of the future, organizations will need to find the ideal model for their workforce, expansion plans, and organizational success. As companies continue taking steps toward the world of ‘working anywhere,’ updating and optimizing your organization’s workforce plans will become increasingly necessary.
Some companies are increasing compensation for remote talent,11 offering potential employees the same compensation as those working onsite in cities.
To learn more, download a copy of our whitepaper, “Workplaces of the Future.”Download
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