In theory, a hybrid work arrangement offers great benefits for both the employees and the employer. It blends together the typical in-office work that was done before the pandemic and the modern remote work so that there is still in-person collaboration and personalized flexibility options.
Furthermore, a 2021 Gallup study claims that more than 90% of employees who have some form of remote work in their work schedule claim that they want to continue that kind of schedule in the future. With that being said, why are so many still finding themselves exhausted?
Employers will be slightly relieved to know that these feelings of exhaustion stem from the employees’ feelings of uncertainty and lack of control. Many employees were first pushed to hybrid work, but as the pandemic stuck around and new variants came about, they were forced to move to fully remote work, and this leads to more feelings of uncertainty.
Of course, the pandemic is now officially over, so uncertainty from that should have already subsided naturally. However, even in the current state of the workforce, pushing an employee to do something new without proper training will almost always reveal feelings of doubt.
This is precisely why hybrid/remote work training is crucial. Hybrid work forces employees to change their daily habits. One day they’re in the office and the next day they’re sitting in their home office. The lack of consistency in their work schedule can lead them down negative paths.
It is up to employers and managers to make sure that employees have a strong schedule that adheres to the needs of both the employer and the employees.
For example, if you have a business with a hybrid work model and 50 employees, perhaps you have half of the employees in-office Monday, Wednesday, and Friday, saving Tuesdays and Thursdays for remote work.
When addressing the lack of control that employees are feeling, training and management strategies must be considered. Employees who have been using the earlier-mentioned technologies and environments know very well that they give you a great sense of control while you use them, but this doesn’t mean much if the employees aren’t properly trained.
It’s also important to take a look at your management and monitoring strategies within the business. There are all kinds of software that can track what employees are doing, but if the employer/managers go overboard with it, it can feel like they are breathing down the employees’ necks, even if they’re at home.
So how does a company find a middle ground in these situations? For starters, the employer and management team cannot dictate how the hybrid schedule will work. Healthy communication between employees and managers will help alleviate a lot of these issues, and even though the management teams may have more superiority over the employees, they cannot abuse it.
A lot of new things have come from hybrid work models, and they are forcing businesses to look at their management models too. Today, the top-down approach to the management model isn’t really working anymore. As new management models are developed, it would be no surprise to see flexible, employee-empowering models taking the mantle.
Planning and proper implementation of hybrid work models are a must for any modern business. If your business is trying to make the switch to a hybrid work model or you have questions about the hybrid work model, get in contact with an Ultimate Technologies Group representative today to learn more!