Hybrid work, the adaptable work model of the future, offers employees the choice to blend in-office, remote, and on-the-go work modes.
The Physical-Virtual Work Landscape: In the not-so-distant past, companies mainly fell into one of the two categories: remote-first or office-first. The physical-virtual work landscape:
Remote-First: Remote-first companies were pioneers in the fully distributed landscape, with employees primarily working remotely from home. Physical office space was essentially non-existent in their portfolio.
Hybrid: A burgeoning category that emerged amid these contrasting approaches, now sits between the realms of remote and office work. It introduced flexibility for employees through individual commitment, dynamic choice, and micro-offices.
Individual Commitment : Employees were to choose either working in office, or working remotely, and they must adhere to their made choices.
Dynamic Choice : Employees can choose on a daily or weekly basis if they want to work from the office.
Micro-Offices : Smaller, flexible workspaces were distributed throughout an area.
Conversely, office-first companies adhered to a “traditional” model, where employees were expected to work from a physical office. This model featured regional offices, typically a single large office accommodating all employees in a given area. The global pandemic has caused abrupt changes to widespread adoption of remote work. Hybrid work empowers employees to choose if they would like to work in an office or not. And this led to a high demand for workplace flexibility. Source: Is hybrid work the future of the workplace, Matt Harris, Evoy, 30 Sep 2020
So, how does this new landscape affect the various generations in the workforce?
According to a research study and survey from the Cisco Global Hybrid Work Study 2022, over the past two years, 61.4% of employees have reported improvements in their work quality and productivity. However, significant differences across generational lines become apparent.
For instance, 70.3% of Gen Z employees believe their work quality has improved compared to 49% of Baby Boomer employees. This disparity extends to various aspects, including productivity, self-improvement, job skills, knowledge gains, and working relationships.
Overall, a noteworthy eight out of ten younger employees state that they have been able to learn, grow, and succeed in their roles compared to their older colleagues. The positive impacts of hybrid working transcend the professional realm, contributing to enhanced well-being.
In terms of well-being in the ASEAN region, statistics suggest a remarkable shift. Hybrid working has led to:
Improved social and family relationships (86%)
Positive impact on physical fitness (68%)
Increased emotional happiness and motivation (59%)
Reduced stress level, improved mental health (69%)
Significant financial and cost savings (86%)
The key drivers for these improved outcomes are flexible work schedules and reduced commuting times.
But what does our minister say? Minister Chan Chun Sing, Minister-in-Charge of Public Service, also notes that up to 50% of the jobs in the Public Service are suitable for telecommuting.
As the landscape of work transforms, the question remains: Which work mode do you prefer – virtual, physical, or a combination of both?