With the growing problems in transportation and the focus on the well-being of employees, technology offers a great opportunity for many companies: the hybrid work model. This approach, which combines remote and in-person work, not only seeks to maintain productivity, but also improve the quality of life of employees. Jhoana Ríos, CEO of JRíos, a Human Talent consulting company, assures that this work modality is not applicable to all industries and its success depends on careful planning and the correct implementation of various strategies.
What is the hybrid work model?
The hybrid model is a flexible modality that allows employees to alternate between remote and in-person work. The proportion of work days in each modality varies according to the company’s internal agreements and its needs “This model, although very advantageous in many industries, is not feasible in sectors where customer service is direct. A clear example is that of fuel dispensers at gas stations, who must be physically present to carry out their work,” explains Ríos.
Key steps for a successful implementation
Define the business model: The first step is to evaluate which jobs can work in a hybrid scheme and which require physical presence. This evaluation must be meticulous to avoid negatively impacting both employees and the business.
Update processes and policies: Companies should review and update their processes, policies and schedules before implementing the hybrid model. This includes establishing clear rules about the frequency of remote work, flexible schedules, and performance expectations.
Clear and effective communication: Assertive communication is essential for the hybrid model to work. Leaders must clearly communicate the benefits of the system, the company’s goals, and how the transition will be made. Furthermore, it is important that both collaborators and stakeholders are involved in the process.
Trained leadership: Leadership is crucial to managing any organizational transformation process. Leaders must be trained to manage remote teams, provide feedback, and measure performance effectively. Regular meetings with team members allow us to validate that everyone has the necessary resources for their remote work, such as technological tools (Meet, Microsoft Teams, Slack, Zoom) and access to company platforms.
Security and data protection: It is essential that the company guarantees the security of information, updating cybersecurity protocols and protecting data in both the in-person and remote environments.
Measuring the success of the hybrid model: To ensure the effectiveness of the hybrid model, it is important to establish clear metrics. Employee satisfaction, productivity (measured by key indicators) and talent retention are aspects that must be constantly monitored. Work environment surveys, such as the eNPS (Employee Net Promoter Score), are useful to measure the impact on employee satisfaction.
The success of the hybrid model is not only measured in terms of productivity, but also in team cohesion and organizational culture. Promoting periodic face-to-face meetings is vital to maintain internal networking, facilitate collaboration between areas and generate innovation.
In conclusion, implementing a successful hybrid model requires detailed planning, fluid communication and adequate change management. Companies that achieve this will be able to enjoy the benefits of a more satisfied and productive workforce, while adapting to the challenges of a changing world of work.
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