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Workplace Optimization Through Hybrid Work Models

Business Leadership General Insights HR by John Yuva on 01/12/2023

Many employees have now settled into their remote and hybrid work structures as enterprises adopt a more flexible workplace. However, the Future of Work is about work optimization, and there are several hybrid work models to offer employees. Depending on the organization, its workforce makeup, and the nature of the roles, various hybrid models can benefit different scenarios.

What enterprises can’t lose sight of is the Future of Work progress over the previous three years. Much has been gleaned from an enterprise and employee perspective about what drives productivity, wellness, and retention. Unfortunately, some enterprises are reverting to full or near-full in-person guidelines. Disney CEO Bob Iger is the latest high-profile executive to require workers to return to the office four days per week, citing more effective collaboration and creative output.

However, some organizations are shifting their stance for other reasons.

The Gray Area of Hybrid Work

Enterprises place trust in their employees that when working away from the office, they’re focused on projects and available to their team members and managers. It is not much to ask when given the privilege to achieve work/life balance and mental well-being. However, there are several reported incidents where workers have abused the benefit of hybrid work.

Even during the first two years of the pandemic, employees were being terminated for working more than one full-time job. With less oversight and employees scattered around the world, some couldn’t resist the opportunity to increase their income at the expense of their employers. There are few details offered about how these schemes came to light, but it’s likely the virtual water cooler played a role.

There is also the story of a woman who worked remotely four days per week, with a mandatory Monday in-person check-in. While appearing every Monday for on-site collaborative meetings and face-to-face dialogue, she took pride in the ability to jet off one week per month to places unknown. During that week, she made an appearance on Monday before catching her flight that evening to a new destination. While work was on the agenda, it was also a mini vacation to make the most of her week abroad. Apparently, there were no sudden requests to appear in the office beyond the mandatory Monday, nor communication issues with her employer.

It’s fair to say (and I hope so) that these examples are few and far between. They do not represent typical remote and hybrid employees.

Optimize Your Hybrid Work Model

This brings us back to the work optimization issue, however. When considering or evaluating the effectiveness of a hybrid work model, there are a few things to consider. Steve Todd, AVP, Global Head of Workplace for Nasdaq, provides insights into various hybrid model options — all with the goal of maintaining workflow and scheduling consistency.

At-will hybrid model. This model could be the most flexible for employees because it empowers them and puts trust in their decision-making. Essentially, workers decide when they want to come into the office. Depending on their preferences, some employees may work on-site when all-staff or team meetings are held. Others may commit to one or two days per week to maintain face-to-face interaction.

This model assumes that a physical office exists, and that appropriate space is available for most employees. Organizations could risk space issues for days when nearly all employees are on-site. Overall, however, the at-will model caters to the employee and what schedule works best for the individual. It emphasizes building morale and enhancing productivity.

Office-first hybrid model. Todd says that like the at-will model, the office-first approach places much of the on-site scheduling on the employee, but with requirements to work in-person a certain number of days per week.

Todd writes, “The office-first model works best for organizations whose productivity is dependent on collaboration. It allows teams to get their jobs done while also allowing some room for flexibility and individual work.”

This model becomes problematic for employees that live far away from the office. Commuting to work once or twice per week affects productivity. And any organization where collaboration is critical will not benefit from an office-first model — or a hybrid model in general.

Split-week hybrid model. This hybrid approach offers room for experimentation depending on the outcome. An enterprise assigns teams to work on-site for half the week. Often, it is teams that routinely collaborate that are assigned the same on-site/remote schedule. Todd says two major benefits of this hybrid model are team dynamics and effective face-to-face meetings. Teams can discuss project milestones and challenges in person, then work on the finer individual details remotely.

However, a major drawback to the split week is a lack of inter-team collaboration. If a team outside the core group is needed for a project, there is a scheduling misalignment. One of the outcomes of the pandemic is the increase in cross-functional collaboration. Teams that did not frequently interact contributed to virtual meetings for informational and strategic purposes and to increase transparency.

There is room for experimentation with the split-week model. Team dynamics or a project focus may shift requiring an adjustment in scheduling. Seek feedback from employees about the effectiveness of their schedules and areas for improvement.

Week-to-week hybrid model. Organizations considering downsizing to a smaller office could benefit from a week-to-week hybrid approach. According to Todd, “This type of hybrid work model is most advantageous for companies with a large number of employees. With this setup, you can drastically reduce the office space necessary for your operations and cut down on overhead costs.”

Conversely, a smaller space to accommodate fewer people can be problematic for large-scale in-person events or meetings. The overhead cost savings are attractive but be cautious of staffing constraints it can impose.

Hybrid work models are evolving as enterprises increase their flexibility and focus on work optimization rather than antiquated staffing protocols. Involving employees in the organization’s work model decision-making promotes morale and trust. The Future of Work is about options and experimentation for the betterment of the workforce.

Let’s Just Say It Now: The Business World Is Never Going Back to Normal

Business Leadership Diversity and Inclusion Talent by Christopher J. Dwyer on 09/14/2021

“Well, I see us returning to the office right after the holidays.”

“We pushed out our return-to-office date to January 15. Hoping it sticks this time.”

“Back in May and June, our target date to get the office up-and-running against was September 16. It gave our working parents enough time to get situated with school schedules. But now, we just don’t know. It’s too hard to communicate a date to our staff because things are changing so rapidly.”

Those are some direct quotes from HR, talent acquisition, and procurement executives that I’ve spoken to over the past couple of weeks. And then there are these quotes, all from HR executives:

“My maternity leave crossed over with the mid-point of the pandemic. My team and I have all been fully remote since then, and I can’t picture any of us going back to the office except for bi-weekly or monthly team meetings or special projects.”

“Whether or not we mandate vaccinations or negative tests, the truth is that our business has fundamentally changed. We’re under 100 employees, which allows us to be a bit nimbler in how we communicate and operate within a virtual setting, and those employees that want to be back at our HQ have had the option for a few months now…but, I just cannot see how we go back to what we were doing before all of this started.”

“There are some big question marks we have. Our flexible workforce alone is anywhere between 800 and 1,000 people on any given day. We’ve done a pretty decent job of figuring out who is working where and how to effectively track how well projects are being completed, but there are some very stressful conversations ahead for our leadership team and what our 2022 looks like. Most of my team understand that things have changed, but how many really believe these changes are going to stick? That is the fundamental question at hand for us: do we attempt to slowly return to the way things were before? Or do we just accept that our organization has been permanently transformed?

While this is a random sampling of just six executives across the millions across the globe, now is a great time for us to remind ourselves of just how much impact the pandemic had on all aspects of our lives. Think of the first day it really hit home for you. That day didn’t necessarily have to be the true beginning of the pandemic as defined by the World Health Organization, so it ranges wildly for each of us.

I can remember the day after then-President Trump declared a state of emergency, editing a podcast for the following week’s edition of Contingent Workforce Weekly. My wife and mother-in-law spent most of that afternoon at the local Target (unmasked, if we can remember a time like that indoors!), stocking up on essentials in the event we were locked down in our homes for a couple of weeks (or more). That feeling inside of my chest, that sinking feeling, was more than just anxiety. It was my brain telling me that we were in something awful for the long haul.

In so many respects, the pandemic has had an incredibly profound impact on how we shop, how we interact with family and friends, how we travel, and ultimately how we live our lives. Some of us have been mildly sick with COVID-19, others have been hospitalized. Some of us have lost family members and friends. Some of us lost our jobs, homes, careers, and livelihoods. The economy may be bouncing back and the labor market may have recovered the vast majority of job losses from 2020, however, there is an indelible mark on every aspect of our lives, including business, that will never be the same again.

Some businesses may aim for a return to pre-pandemic times, but the way we all work has been transformed…for the better.

There are specific complications that we all wish weren’t part of our daily lives, and we certainly can all agree that the scale of tragic loss of life has been truly heartbreaking. I would bet there are several moments per day, too, when we say to ourselves, “I wish I could go back to the way things used to be” when we think of concerts, movies, restaurants, parties, holidays, etc. In due time, those pieces of life will come back to us at a much lower risk than they are today. For the world of business, however, we shouldn’t be thinking about pre-pandemic times, but rather the ways specific “accelerants” forever changed the way we work…forever. Consider that:

Distributed teams are the norm now, and, both workers and executives have realized the benefits of the remote and hybrid work models. “The Great Resignation” is occurring mostly because workers have been enabled with the flexibility they’ve always craved, and now that businesses are sounding the “return to the office!” alarms, those highly-skilled workers are choosing to take their talents elsewhere. Work-life balance, the capabilities to attend to homes and/or children during the work day, and an overarching sense of flexibility are all attributes of the ideal workplace for today’s workers.
The move to virtual collaboration also sparked a revolution in the realm of digital transformation. Many businesses eschewed a major remote work overhaul in pre-pandemic times because they thought it could takes several months to achieve. In reality, the move to remote happened for many organizations in a matter of weeks. This proved that moving more operational components to automated and repeatable processes would be much simpler task than originally thought (note: no technology implementation project is easy, but it’s much more fluid today than it was years ago).
Today more so than ever before, businesses are focused on true organizational agility. In fact, Future of Work Exchange research finds that 73% of businesses desire to become truly organizations in the months ahead. This laser-like focus on business agility, in which organizations can respond dynamically to real-time situations and challenges, is absolutely a direct result of learning first-hand what it was like to face staff shortages, supply chain disruptions, revenue shortfalls, and a global health crisis all at the same time.
There are so many question marks around business travel that some are pondering whether or not we will ever have “road dog” positions anymore that require 75% or more working hours traveling for work. This is not welcome news for airline, hospitality, and similar industries that were decimated by the pandemic, however, the rise of virtual conferences (even though many of us are certainly facing burnout from these, admittedly) means that more and more leaders have access to the content that was only available at traditional conferences and tradeshows. Too, do organizations that rely on in-person events pivot to hybrid conferences? Scale down to one-day symposiums instead of full-blown, three-day events? There are always going to be limitations in the virtual model of collaboration, especially when it comes to key client relationships. However, with so many businesses thriving during uncertain times without the aid of corporate travel, are forced to wonder if we’ll ever return to pre-pandemic levels.
The relationships between leaders/execs and their workers has been fundamentally changed as empathy becomes a key component of the management playbook. Employee wellness, wellbeing, and mental health are now all crucial pieces of the Future of Work movement and business leaders are taking note: 77% of executives anticipate that empathy-driven leadership will become a more critical foundation of the employer-employee relationship. An empathetic culture promotes positivity, open communication, better productivity, and is a major solution to worker burnout. As times change and uncertainty continues, workers can be comforted knowing that their leaders are emotionally invested in their wellbeing and support them from both professional and personal perspectives. Eighteen months ago, the notion of empathy-led leadership was not discussed or even on the radar for the vast, vast majority of enterprises. Today? It’s how the typical business wins the war for talent.
Changes in how businesses think about their workforce are opening doors that were closed just 18 months ago. Societal changes are sparking a bigger focus on diversity, equity, and inclusion (DE&I). The rise of remote work has allowed hiring managers to expand their talent acquisition efforts beyond their backyards. The utilization of extended or non-employee talent has risen to 47% of the average company’s overall workforce. Business leaders are rethinking and reimagining how work gets done from the bottom to the top; they understand that there are now no boundaries in how they find and engage talent, nor is there a major difference between traditional and non-employee workers if skillsets and expertise are top-of-mind. The myriad changes in the world of work has transformed the way enterprises address talent acquisition and hiring initiatives.

There are always going to be professionals that would like business to return to the ways it was before the pandemic, and those individuals cannot be blamed for wanting to return to a world that was less stressful. But if we take all of the things that have changed about how we get work done, how we view our talent, how the relationships between leaders and their staff have changed, how empathy is now a key element of the modern workplace, and how we have all benefited from the newfound flexibility within our roles, we all have to ask…why we would ever want to go back to the way things used to be?

The Future of Work Exchange Meets “The Deep End”

Business Leadership Contingent Workforce Solution Providers Talent by Christopher J. Dwyer on 09/08/2021

The business world is consistently evolving, with a global pandemic setting off accelerants that are pushing the boundaries of how businesses address how work is done. Future of Work Exchange research points to a variety of factors that enterprises are focused on today in regard to how they are transforming the way work gets done, including:

The transition from manual- and paper-based tactics within workforce management to a world of a digital talent acquisition and recruitment.
The prevalence, benefits, and long-term impact of remote work and hybrid work models.
The rise of empathy-led business leadership and a greater focus on worker well-being/wellness.
The critical interjection of diversity, equity, and inclusion (DE&I) into core business operations, and;
The continued growth and impact of the agile workforce.

I recently had the pleasure of joining Workforce Logiq’s Chief Solutions Officer, Geoff Dubiski, for the company’s highly-regarded The Deep End vodcast/podcast series. Click below to enjoy FOWX meeting The Deep End for insights on empathy in the evolving world of work, why the hybrid work model is here to stay, and some peeks of Ardent Partners’ new Future of Work Exchange Research Study for 2021:

The Permanence of Workplace and Workforce Transformation

Business Leadership General Insights HR Talent Talent Acquisition by Christopher J. Dwyer on 08/11/2021

Around this time last year, there was a spirit of optimism that had been missing for over six months. The waning weeks of 2020’s winter brought disruption like never before, with the spring months forever etched into our minds as a period of uncertainty, fear, and anxiety. The summer of 2020 brought a sliver of hope that coronavirus cases would recede in anticipation of a better fall. We unfortunately know how the story goes from there: inching cases from September through the end of November brought one of the globe biggest’s winter surge before millions of COVID vaccines were administered through the late weeks of winter 2021 and through the spring. And yes, now we’re living a Delta variant world, but there’s at least some science-led expectancy that its enhanced transmissibility will result in a shorter surge than the ones earlier in the year.

If we look back to last summer, though, for just a moment, there was an aura of variability that sparked a temporary wave of thinking in how businesses managed their workforce and structured their workplace environments. “At some point, hopefully soon, we’ll get back to normal.” We’ve been saying it for months since then, hoping that there will be some sort of signal that it’s okay to get back to full office, cluttered highways, and crowded meeting rooms. Maybe there’ll be a point in time when those carefree, pre-pandemic days will once again be a steadfast reality, right?

Wrong.

If there’s anything that we should be discussing now, it’s the permanence of transformation. The pandemic left an indelible mark on how we get work done, from the way we engage talent to the means of aligning skillsets with specific roles and projects. In our personal worlds, we think, act, and move differently. Even those of us who are vaccinated routinely wear masks in grocery stores and other crowded areas. While there will absolutely be a day that we can battle COVID as an endemic piece of our seasonal virus gauntlet (much like the flu or the common cold), the truth is that we are all different from the collective experience of the past 18 months, which will soon be “the past two years” and then the “past 36 months.” We’re looking at a future of on-and-off mask mandates, vaccine boosters, and “embers” of hotspots where inoculation is low. We’re standing up against a continued fight against a “goldilocks” of a virus that will be with us forever.

That modicum of permanence, that we’ve been fundamentally changed…why can’t we accept that in how we conduct business? Do we really think that there will be a day sometime soon when we throw out all of the productivity gains we’ve seen from a shift to remote work? What about the realization that businesses can effectively engage top-tier talent no matter the location? And is there a point in time when enterprises suddenly stop relying on the extended workforce?

Well, no, of course not. Which means that the evolution we’ve collectively experienced as business professionals over the past 18 months is permanent, a series of uniform changes to how we think about talent and how we think about how work gets done. Consider that:

Nearly half (47%) of the total workforce is considered “non-employee,” another sharp increase from the year before and likely a result of the workforce agility gained from tapping into this on-demand, top-tier talent.
75% of businesses state that the pandemic forced them to reimagine how they apply skillsets to projects and how they structure their workforce.
70% of enterprises believe that the extended workforce effectively allowed them to be more adaptive during the challenging times of 2020.
82% of businesses expect worker flexibility and related issues (such as empathy) to permanently transform how work is done.

Look at how fast the past year-and-a-half went by and the major talent/work shifts during that time period: remote and hybrid work as fundamental layers of survival, executive leaders managing with empathy and flexibility, the agile workforce becoming even more of a tool for thriving in changing times, etc. Change can be relative in most cases, but today, it is certainly not. We’ve all collectively experienced change in our personal and professional lives, and now the permanence of workforce and workplace transformation needs to be embraced as the current and future state of work. Businesses that don’t adapt and don’t buy into the foundational revolution of change will not only be left behind, but may find themselves never being able to catch up. Everything that’s happened in the greater world of work and talent, be it the viability of hybrid work or the massive shift to worker flexibility, is part of a permanent fixture of change and progression.

Workers understand what’s at stake and it’s the main reason why resignations are at an all-time high in the scope of business history. Worker experience (what we call the “talent experience” here at FOWX) is paramount for career development and work/life balance. Flexibility has cascaded down into the very fabric of the workforce and will forever become a crucial piece of the overall talent experience.

Given the uptick in extended talent utilization, the workforce has changed. Given the uptick in remote and hybrid work, the workplace has changed. Given the requirements and criticality of flexibility and the employee experience, the worker has changed. Permanently.

Let’s Not Ignore Worker Burnout

Business Leadership Talent by Christopher J. Dwyer on 08/09/2021

In late spring 2004, I graduated from Suffolk University with a degree in print journalism. In-between traversing between temporary accounting and finance gigs, I knocked on the doors of every local newspaper in the North Shore area above Boston. Some editors gave me a firm “no” while others offered poorly-paid freelance opportunities to write an article or two week per week. I eventually stumbled into a newspaper office in a larger Boston suburb and spent 45 minutes with the owner and publisher chatting about newspaper layout, local politics, the Red Sox, and more. When he found out that I could write, edit, and design (a “three-tool player” in the world of journalism, a rarity), he hired me on the spot.

During my first couple of weeks, I thought I landed a dream job…right out of college. I was covering political issues, police budget cuts, school committee meetings, and so much more. During my second or third week as “designer version” of my role, when I had to put together nearly 50 pages of ads, stories, features, pictures, etc. using Microsoft Publisher, the owner saw me yawn and rub my eyes. “You’ll do great in this industry, kid,” he said. “As long as you don’t get tired, you’ll be fine.” I thought he was joking, so I smiled. And less than a year later, I left the industry for good.

I clocked more 18-hours days than I could remember. I once worked 28 straight hours because a co-worker up and quit during an argument with the owner. In order to attend a Red Sox game (during their magical 2004 season, no less!), I had to make up the work when the game was over (at 10:30pm). When those same Red Sox won the World Series for the first time in 86 years, I wasn’t at home celebrating; I was in front of a desktop computer putting together my second of three newspapers that evening. At the age of 22, I was burnt out, unhappy, and regretting having a dream that involved writing for a newspaper.

Nearly 17 years later, the very problem of worker burnout is unfortunately all too-common.

Business professionals are facing an epidemic on top of a pandemic: extreme burnout and work fatigue. Eighteen months of combating an increased workload on top of managing remote learning, an extreme lack of social interaction, and a rollercoaster ride of anxiety during the worst public health crisis our our lifetime. Some industries (such as healthcare and human medicine, veterinary medicine, light industrial, etc.) have experienced such an increased level of work that employees are facing the worst burnout issues of their careers. Staff shortages have been to blame for the majority of burnout cases, as businesses are often forced to “do more with less” in a period of continued uncertainty. And, within sectors that have experienced “boom” times over the past year, there has been a greater demand for products and services, resulting in organizations placing even more pressure on their workforce to perform.

In addition, workers that have moved to fully remote or hybrid models still routinely face a “blurring” of work and life balance, with care for children and their homes (on top of an additional workload) contributing to late nights on the computer, extended time on mission-critical projects, and work on the weekends. Worker responsibilities have surged, as well, as businesses seek to align staff shortfalls with the existing workforce.

Unlike pre-pandemic times (when burnout was still very much an issue), employees facing the epidemic of burnout now also have to contend with additional social, political, and health issues that are all comprise the world that is 2021. And it’s so much more than simple “stress,” too: mental anguish stemming from a workplace environment (and YES, a home office counts!) can have significant ramifications on business professionals, including irritability, physical illnesses, mental health issues, waning productivity, and, worst of all, a constant questioning of if the position/role (or, even worse, the career itself) is worthwhile.

Here at the Future of Work Exchange, we’ve talked at-length about the value and impact of flexibility and empathy in how executives manage their workforce. Business leaders can extend these concepts to ensure that they address the core issues behind worker burnout and improve overall work-life balance. To start, organizations must:

Institute deeper communication between managers and staff. Workers aren’t always willing or able to give away information in a conversational setting with managers, and, managers shouldn’t be playing coy with their workforce’s emotions. Open up the proper channels of communication and get right to the issues at hand: leaders asking if their employees how they feeling and allowing them to freely discuss the physical and mental impacts that all avenues of work are having on their work-life balance. Communication may seem like a gigantic obstacle, but more often than not, once the gates of discussion are open, both sides will begin truly understand the perspectives of what is occurring from a burnout perspective.
Provide a more flexible system of paid time off, vacation, and mental health support. Scroll through LinkedIn on any given day and you’ll read about various companies taking a progressive approach to workforce management, whether it’s offering extended time off, additional benefits for fully-remote workers, and services/offerings for mental health support. No worker that’s currently clocking 60-hour weeks will turn down an opportunity to develop a better plan for vacation or time off. Although workers with mental health issues may be hesitant at first, once they feel comfortable taking advantage of such benefits, they should utilize whatever the enterprise offers for mental health support.
Consider a dramatic short-term shift in the overall workplace structure. The long-vaunted “four-day workweek” has been effective for some businesses over the past several years, however, not all organizations could shift to this model and be successful from a productivity perspective. With that said, though, running such a dramatic short-term experiment could reveal so much about its longer-term success a viable option…quite simply: if you haven’t tried, how do you know it won’t work? Now is the perfect time to move to a four-day workweek, especially with many return-to-office plans on hold due to the continued impact of the Delta variant of the coronavirus. If a two-month experiment reveals that workers are happier, more productive, and better engaged with their roles and with each other, then it’s an experiment worth conducting.
Develop a direct line of collaboration regarding upskilling and reskilling opportunities. Although not a front-and-center issue when it comes to worker burnout, there is sometimes a hidden root cause: a misalignment between a worker’s total skillset and the work they are performing within a stressful or demanding environment. It’s not so easy juggling a career with an anxious home life in what was supposed to be the waning months of a pandemic but has now turned into a horrifying repeat of the early months of 2021. Managers must institute a direct line of communication about career paths and “where” workers want to be in the future. If there is an opportunity to undergo training for a different unit or department, there’s no better time than now to kickstart that initiative before burnout gets worse. The last thing executives want to experience is another period like this past spring, which were the largest on record regarding worker resignations across the United States. Existing experience and expertise is always going to be an incredible benefit, even if the long-term fit between the worker and his or her current role isn’t set up for long-term success. Employers must give these workers the opportunity to leverage their unique talents and apply those skillsets to other facets of the greater business.

Contingent Workforce Weekly, Episode 603: “Hot Vax Summer” Meets the Delta Variant

Podcast by Christopher J. Dwyer on 08/05/2021

An all-new edition of the Contingent Workforce Weekly episode, sponsored by DZConneX, a Yoh company, highlights how summer reopenings and return-to-office plans are currently being derailed by the Delta variant of the coronavirus.

The big ideas around the summer being a time of reopening, celebration, and a return to normalcy have all been thrown into a tailspin, especially knowing that this variant results in more frequent breakthrough cases and can possibly be spread by even the vaccinated population. The question, though, remains: what does it mean for business?

Tune into Episode 603 of Contingent Workforce Weekly below, or subscribe on Apple Music, Spotify, Stitcher, or iHeartRadio.

The Hybrid Work Model is So Much More Than “Working From Home”

Business Leadership Diversity and Inclusion Talent by Christopher J. Dwyer on 07/26/2021

Look around at the typical news sources. Some of them are proclaiming doom for the vaunted “hybrid work model” in which businesses allow their workforce to work remotely several days a week while limiting in-office time. These same news sources and pundits were, not too long ago, singing the praises of the digital enterprise and its ability to adapt during unprecedented times. There’s no doubt that many business leaders crave a return to pre-pandemic times, when their devoted workers would trudge through awful commutes, sit through endless meetings, and deal with all of the Dilbert-like annoyances of life inside of an office.

However, it’s mid-2021…and workers have moved on both physically AND emotionally. Simply put: the hybrid work model is here to stay.

Some businesses might see the dramatic drop in coronavirus cases (even though the Delta variant is causing upticks and surges across the country) and a splurge of available vaccines as a ticket back to normalcy. “Normal,” as in “Let’s go to the pub down the street” or “Let’s catch a screening of “Space Jam,” sure, alright. “Normal,” as in “Let’s go to the office five days a week”? Nope.

Workers have had a near-18-month period in which they have not only been enabled with the ability to work from home (or anywhere with an internet connection), but also the very spirit of flexibility in how they approach their roles, projects, and overall workload. Businesses adapted to changing times, shifting how they measured productivity and the overall impact of their workforce. That flexibility has cascaded into how workers and business professionals structure their days, interact with their family, coordinate child care and related activities, and ultimately how they choose to apply their time across various projects and initiatives. Employee well-being has also rocketed up the priority list, with nearly 68% of businesses expected to integrate employee well-being into remote and hybrid workforce structures, according to upcoming Future of Work Exchange research. One of the many silver linings of the “greatest remote work experiment in history” was that so many business professionals now had the ability to incorporate exercise and well-being directly into their workday, choosing a mid-afternoon jog instead of a pre-commute run, or a late morning Peloton ride in-between video meetings.

Let’s forget, for a moment, that the hybrid work model is often centered around physical proximity and instead focus on mental energy. The hybrid work model is more than just telecommuting; it revolves around the notion that business leaders care about their workers and want them to be productive and happy. There is a symbiotic link between the talent experience and the hybrid work model that cannot be ignored ever again. With diversity and inclusion at its most important inflection period (and rightfully so, as a core component of the Future of Work movement), creating an “inclusive” culture and workplace translates into ensuring that employees are happy, healthy, and feeling welcomed by their peers and leaders. With so much of the Future of Work revolving around productivity and business outcomes, enterprise leaders must ensure that they are designing flexible work environments that allow an “elastic” means of getting work done, which includes a level of empathy and well-being in how they manage their total workforce.

While the media may be feeling pressure to report on the “Next Normal,” they are forgetting that the changes over the past year weren’t temporary, but rather fundamental shifts in how businesses operate moving forward. Nearly 90% of businesses, according to FOWX research, expect a sharp increase in remote work over the next 18 months. Furthermore, the expected percentage of workers operating in remote or hybrid environments is expected to double by the time 2021 ends, from 21% pre-pandemic to nearly 40% at the end of the year. The technologies and tools now available to even the smallest of businesses means that flexibility, collaboration, and productivity can all converge to result in positive business outcomes.

The hybrid model is more than working from home. It means being more available to family. It’s about being more engaged with one’s emotions and personal needs. It is the improvement in work-life balance and making work more meaningful. It means being both more productive and having an enhanced quality of life. It is, in essence, the Future of Work.