Sorry, I was on Mute: How Hybrid work is transforming the workforce
As a young Nigerian graduate starting a 9-5 job in 2017, I could not have predicted the possibility of remote work. Work-life and office life appeared to be inseparable concepts until the outbreak of the Covid-19 pandemic. Since the pandemic, the way we work has drastically changed.
With the sudden shift to remote work, many companies have had to adapt to a new way of operating. It is becoming increasingly clear that the traditional office-based working model may no longer be the only option, and that is why many organizations like the Public and Private Development Centre (PPDC) are opting for a hybrid working model that combines both remote and office-based work.
A hybrid working model is a flexible working arrangement that allows employees to split their time between working remotely and in the office. This approach offers employees the best of both worlds: the flexibility and convenience of working from home and the structure and social interaction of working in the office.
However, implementing a hybrid working model requires careful planning and communication to avoid issues like forgetting to unmute during virtual meetings or workers mistaking remote work for a holiday. Employers need to ensure that employees have access to the necessary equipment and tools to work remotely, as well as clear guidelines and expectations for their work. Communication is crucial to ensure all employees know the company’s hybrid policies and procedures.
According to a Gallup survey, employees who spent some time working remotely were more likely to be engaged in their work and less likely to leave their job.
Sadiq Abubakar a Software Developer at PPDC pointed out that operating a hybrid model saves him time from long commuting hours, especially during fuel scarcity, helps him create higher work output, and manages his resources.
According to the Head of People Operations and Culture at PPDC Adeyemi Olubunmi, operating a hybrid working model has led to increased employee retention rates by offering a more attractive and flexible working arrangement. It has also reduced costs by saving the organization from high electricity and diesel expenses, among others.
Mr. Adeyemi also states that there is a potential impact of operating a hybrid model on team dynamics and collaboration. While remote work can offer flexibility and convenience, it can also lead to feelings of isolation and disconnection. Therefore, it’s important to ensure that employees still have opportunities for social interaction and collaboration, whether through regular team meetings, virtual events, or other means. At PPDC, we have clear guidelines/policies for operating the hybrid model. This has helped us navigate the negatives of the model; for example; a staff member is required to respond to an email no less than 30 minutes after receiving it.
The PPDC has a culture of inclusion, diversity, and fairness, which is why we embraced the hybrid model. We love to ensure that our staff achieve a healthy work-life balance and mutual respect.
In conclusion, a hybrid working model is a flexible and adaptable approach that can offer many benefits for both employees and employers. However, it requires careful planning, communication, and consideration of the potential impact on team dynamics. By implementing a hybrid working model, companies can create a more inclusive and flexible working environment that promotes productivity, job satisfaction, and work-life balance.