Almost overnight, the COVID-19 pandemic forced millions of employees around the world to start working from home. These forced changes led to significant challenges and pushed us to revise the traditional work formats. Business leaders must respond to the COVID-19 crisis and then seize the opportunity to restructure their organization and decide for themselves what it really means to be in the era of the next normal.
The pandemic is catalyzing a hybrid work model in which employees can be flexible and choose how, where and when they work. With this format, companies will grow with motivated, cohesive and productive teams. It is in the best interest of business leaders to create a culture of engagement and collaboration. But is everything that easy?
Different working models
Well, work models may be divided into clusters by various features, like duration, employees` location, sector of employment, level of difficulty, management type etc. Anyway, we will be concentrated onto employees` presence in office as the main factor.
Everyone is familiar with the traditional model when company has an office (or several offices) where employees are working 9 to 5 maybe occasionally travelling for job related purposes. In such model people usually spend at least 30 min commuting, but some of them need more than 1 hour to get to work.
What about remote work? It happens that you have a talent pool of workers located far-away from office. Or there are some other circumstances when companies are ought to avoid physical meetings. For example, during the period of self-isolation due to global pandemic, the business had to urgently master the remote format of work. And it turned out to have many advantages. There several types of this model.
Fully remote work assumes that employees live in different countries and time zones but connected by the same goal. Such employees are able to work from home or any other comfortable location. Working in a completely remote company will require many to rethink and change the approach to business management. But perhaps a shared remote mode will lead to greater crisis resilience and greater efficiency.
Split teams are working in different locations with particular place for each part of the team or department. For example, executives are in New York, marketing team is somewhere in LA and developers live in London. This type of division is great in case of talents searching but requires a strong management system.
It is believed that some important functions cannot be performed as effectively outside the office. The shared physical space unites in terms of culture and increases the efficiency of communication. While the office model has historically proven successful, it will pose significant challenges for those looking to employ a remote workforce.
Companies around the world are building bridges between the past, when most employees were physically present in the office, and the future, which is still unknown. Remote work has become a temporary solution for many businesses. However, it seems that it will stay with us much longer in the form of hybrid remote work models. And this will allow companies to more effectively attract talented employees and create value.
Hybrid model combines teams of remote and in-office workers or allows everyone to attend office on particular shifts. It is an alternative on a way to remote work for some. For others it is the only mean to satisfy everyone. Many companies have been practicing mix of centralized office and work-from-home 1 or 2 days per week for a while now and they see obvious benefits from this.
As for future scenarios, some experts forecast hub and spoke model which in its way compliments hybrid one. In general it is based onto creation of central office with smaller satellite offices (hubs) located in other cities to allow groups of employees cooperating without headquarter attending. This creates the compromise between executives and team members while ensuring flexible and productive workplace.
If you’d like to take a look on a little bit further things to come than you can read research presented by the RSA’s Future Work Centre. It describes 4 possible models of the working environment by 2035: technological advancement and tech giants’ monopoly, the world under control of Big Brother, slowdown of economy, and kind of harmonized co-existence of people and technologies. Basically, all of them look like Black Mirror episodes.
For now let`s stop at hybrid remote work as the most realistic option for pandemic reality.
What is hybrid remote schedule?
Even some WFH enthusiasts still recognize the important place in modern business that is occupied by offices with physical presence of staff. The most predictable for workspace 2021 is the emergence of a hybrid business model. It is expected that the mix of office teams and workers in a remote work format will become a new benchmark for the functioning of the business.
Hybrid remote work schedule is beneficial for both business owners and their staff. While employees are able to choose the perfect setup they can work the most suitable and productive way and save time on commuting. At the same time companies will reduce costs on buildings and have more satisfied workforce with much more options to choose from.
As it is stated, the most accepted ratio of work in this model is 51% of time at office and 49% is from home. Or it can be presented as 3/2/2 schedule with 3 days in the office, 2 days of remote work, and 2 weekdays. However, this varies from company to company because of many factors.
At first, it seems hard to manage hybrid remote work team with too many variables. So it is better to use software to create and control shifts. AI-based applications will solve many issues and take away the burden from managers` shoulders.
Companies transitioning to hybrid remote model
During the pandemic, teleworking became a necessity for many companies, although it used to be considered a novelty or a strange experiment. The widespread stereotype that such a regime impedes labor productivity has been refuted. Nevertheless, many executives felt that it was not worth switching completely to telecommuting and preferred to combine remote work with office work.
Facebook is moving toward remote-first model. And it looks like in 5-10 years only half of its workforce will go to office.
Twitter practice distributed teams and encourage work from home due to health crisis.
Google is also rethinking their future of work to meet employees` needs.
Reddit offers their employees to choose the best option, but some of them still need to be onsite.
Dropbox is adapting hybrid schedule model to its needs and goes virtual first.
HubSpot has always been a remote-friendly company. But today they are building even more flexible environment of hybrid work focusing onto results achieved rather than place.
Microsoft has provided their staff autonomy to choose whether to keep the desk in office or work remotely only.
Infosys is another IT company supporting hybrid remote work schedule.
Above we have mentioned only a few examples. And there are many others who will follow the same path of hybrid remote model.
Hybrid remote work: Pros and cons
By alternating work modes, employees get two fundamentally different experiences. Therefore, despite the successful move to telecommuting, employers are reopening offices to foster social connections, strengthen corporate culture, and enhance business opportunities. Of course, hybrid model has its own strong and weak sides, which you’d better be familiar with:
5 advantages of hybrid remote teams
The best mix of remote and in-office work. Employees can work from any suitable place while there is still office space to hold meetings and simply for those who like to perform duties there. No geographical limitation is awesome for opportunities growth.
Big pool of talents not limited to the region of the office area. Companies are able to hire cadres despite their place of living. And then the team members can collaborate in the most effective way even when they are not in the same building.
Free and flexible. That is one of the biggest reasons to try hybrid model. Workers now have time for their personal lives and tend to form their schedule considering their interests, families and requirements. This helps them to stay focused on productivity while preserving work-life balance.
Wellbeing of employees is a priority. Flexible management considers workers preferences. Just another advantage of hybrid remote work model is smaller chances to be infected with Coronavirus as people do not need to commute in public transport and interact with others during work hours. Employees can stay with their families and care about own health.
Reduced costs for office spaces and commuting. Business owners can analyze real estate values and redirect investments from underutilized office space to co-working spaces, or start investing in work-from-home technology that rivals office work technology. Gartner research shows that 13% of CFOs have already cut real estate spending. Instead of using large offices in the city center, consider using smaller back-office offices spread across different locations to help attract talented professionals who do not want to live and move in cities.
5 disadvantages of hybrid remote teams
Remote workers feel left out, isolated and invisible. Many employees who work from home can experience hard times while trying to integrate into team as they are missing out informal communication with colleagues. Every voice must be heard and every employee at every level must feel that they belong to the team. Maintaining a collaborative spirit will help you preserve the very essence of your brand identity, while making employee management more productive and rewarding. Communication tools are must have here.
Reduced access to information, which onsite workers share daily in office. Managers must be sure that remote employees have the same amount of information including informal. Cloud-based technologies will assist with this issue. Another tip: use podcasts so everyone can keep up with what is going on in office and create communication channels to share ideas.
Cyber security issues. Unsecured connection, predictable passwords and human mistakes are fatal for company`s confidential information. When creating infrastructure, especially remote one, we are talking about using cloud solutions. The key point is choosing a reliable partner. A cloud provider must have experience in organizing large teams, on the basis of which the company forms expertise in most cases. Extra tip for workers: do not use public networks to transfer especially important information, use VPN, and communicate with colleagues only through corporate communication channels.
Productivity maintenance. Many business owners have faced lack of self-control and staff discipline. The employees themselves most often complained about household chores that distract from work, the lack of an equipped workplace and the lack of boundaries between free and working time. Poor quality of audio\video calls and outer noises distracts from work and according to EPOS, 95% of workers struggle to concentrate. Business owners should invest in technologies for remote team members as well as for onsite co-workers.
Lack of control for managers.It is difficult to assess success of those who work remotely which is bad for their promotion, too. In the end, telecommuters will find they don’t grow as fast as office workers because they are less visible. The most productive of them will go to companies that work completely remotely and invest in team members working remotely. To avoid this, companies need to respect every team member. Productivity and time managers can help to maintain high level of efficiency and show the actual progress of each employee.
What employees are thinking?
Today, almost every industry has been forced to try remote work. As a result, some employees were unsatisfied with such experience, while others are going to evolve further in the direction of partially remote work. The younger the employees, the more they are ready to telecommute at least part-time. Data shows that Gen Z is the most interested in hybrid working model (43%).
Nevertheless, fully remote work is not that desirable anymore due to its challenges. Barco survey shows the next numbers concerning remote and hybrid work:
49% of employees are not that satisfied with the remote work as they were at the start of the lockdown.
42% has problems to stay creative while staying at home.
45% prefer to collaborate with others in office. At the same time 49% says that collaboration on distance feels unnatural.
37% are craving for social side of the office work.
Many see distant communication problematic and 56% are looking for simplified apps for video calls.
According to another survey 74% of employees all over the world prefer the mix of office and remote work anyway. For the USA this index is 55% and over 50% of the UK employees prefer hybrid model, too.
As Lenovo report states, 52% of employees are expecting from companies a shift of working culture towards hybrid model.
Most of Google employees (62%) also want to return to office part time.
We can sum up that opinions on hybrid work varies but are mostly positive. And Forbes survey says that 80% of businesses will continue offering remote work option. It seems that future of telecommuting (at least partial) is inevitable and we need to adapt.
Is hybrid model good for your business?
First of all, hybrid remote work is not for everyone. Small businesses can successfully exist as remote-only or office-only teams. Some fields are just not supposed to have remote employees and require presence onsite. However, if you are a big company with multiple workers located all over the country or even the whole world, and especially if your field is knowledge-related (e. g., IT, journalism, education) then you definitely need to give hybrid work a try.
2020 brings the ability to create flexible collaboration workspaces everywhere focusing on what every employee needs to be productive. With the adaptation of the hybrid business model, office space will not lose ground. In order to fully support remote work processes technologically, physical office space must be equipped with a top-end technical arsenal. Seamless connectivity, mobile interoperability, and other smart technologies will be an important factor for offices in 2021. Technology plays an important role in shaping work spaces. For example, noise canceling headsets can block out distracting background noise, while dynamic video sound panels can be used for one-touch meetings with speaker tracking and wireless sharing.
However, this format of work will require a fundamentally different approach to workflow organization. Managing remote work is much more than choosing a workplace and meeting other people. It has its own pitfalls and flaws. Naturally, the gap between remote and office may occur, due to tendency to give more attention to those who managers can see in real life. But it doesn’t have to be that way. Successful hybrid or fully remote operation takes effort from the management. If you adhere thoughtlessly to systems and processes that fit the office model, any work pattern would be doomed to failure.
Thanks to remote work, companies can enter new markets and customers can receive better services. The number of telecommuting employees will grow for many reasons. This helps the employer save their resources. And if the employer cannot find the right specialist on the territory of the company’s location, he is looking for him outside.
Additionally, when employees do not need to commute that often they save time and money. Less traffic leads to reduction of carbon emission which is also good for ecological purposes. Moreover, businesses now can rethink their office buildings for more rational use or downsize rent expenses if there is unnecessary space.
Well, you will not be absolutely sure about hybrid remote work until you try it, right?
Hybrid work isn’t going anywhere. Whether you work in a home office or an office building, communications provide room for creativity. This is more important than being able to physically shake hands with the other person. In 2020, it became clear that work should be assessed not by individual qualities of employees, but by real results. One of the most notable business trends, which entailed significant changes in the technological priorities of companies, is the refusal of personal meetings, which have always been considered a key component of business activity. As a result, organizations have turned their attention to unified communications. Yes, they were popular before, but the impetus that the pandemic gave can hardly be compared to anything.
Collaboration technology and digital skills provide a solid foundation for business sustainability and growth. Workers agree that in order to make the changes they and the business need, leaders need to focus on technology investments. Not to forget, that employees` wellbeing should be prioritized during working process.
Hybrid remote work is still debatable for its pros and cons. It demands a lot from management and may cause several challenges to company. But advantages are clear. And while a number of business owners switching to hybrid model perhaps you need to follow their lead.All over the world the period of forced remote work is coming to an end. Until the restrictions are completely lifted, only some of the employees will work in the office. The rest will continue to work remotely even in post-covid-19 period. Thus, hybrid teams will be popular, the teams where employees interact from different places and conditions. Perhaps for some, this is a familiar work format, but many managers have a question: how to effectively lead a hybrid team and what pitfalls there are on the way?
What exactly are hybrid teams?
There is a shortage of qualified personnel. For development companies, this problem leaves no choice. The main thing is that there are good specialists, and where they live is a secondary question. There is no turning back. In the near future, all teams will be distributed. Our working standards have changed. 55% of businesses offer to work remotely at least partly. In organisations where remote work is possible, the hybrid team model is evolving.
A hybrid team is a company or team with remote and co-located participants sharing responsibilities for the work. It is created to blend the best of remote and in-office work and eliminate problems of the both. However, you still can face challenges while trying to implement this system.
Challenges that overlap with fully remote teams
There are problems related to telecommuting, e.g. lack of outer motivation or ability to focus. Workers can feel isolated while staying away from the other team members. However, there are several issues common for fully distributed and hybrid teams:
First of all, there is less opportunity to interact informally when not everyone is able to see others on a daily basis. On a long run it leads to emotional separation of the employees who actually need to be bound at the same project. To avoid this you can create not work-related channels in communication tools, like Slack, where remote workers can discuss personal topics as they would during real coffee breaks at the office. There is a need to make every member feel welcome to the working process and support traditions which employees can participate in. So managers should facilitate a dialogue between co-workers to collaborate productively.
Lack of defined flexible vs. remote work policies
Sometimes it is hard to draw a line of exact duties employees are ought to perform. Moreover, even workers may not be familiar with policies of remote work. Some companies offer flexible schedules but office-based locations when others allow you to work from home every day on fixed hours. To fix this you need to educate and train your staff and to address changes clarifying the company goals.
The problem is that for solely remote work there is tons of information on how to deal with any difficulties. At the same time, hybrid teams require their own ways to solve any issues considering the peculiarities of such work.
Challenges that are unique to hybrid work models
As long as hybrid teams combine co-located and remote workers there are some problems, special for this system, that need to be addressed.
Developing and maintaining a remote compatible culture
The basic principle in managing distributed or hybrid teams is that the process is structured as if the entire team is working remotely. Do not take into account that one of your colleagues is sitting nearby in the office. The leader must perceive all participants in the process as members of a distributed team. For all project participants, uniform objective criteria for work should be introduced.
Lack of leadership or team buy-in
In a hybrid remote office it can be a challenge to understand who is doing what and where and have a clear picture of the performance. The effectiveness of hybrid teams largely depends on an experienced leader who defines a transparent interaction algorithm and clear communication principles for the team. Shared culture, team dynamics, and human traits like empathy go a long way toward creating effective hybrid teams. Regular meetings on video communication platforms and constant communication in messengers are also influencing, as a way to encourage collaboration and collective creative thinking. It is also important to gather teams for personal meetings when the opportunity arises.
Where do you put your management\leadership team? Remote or co-located?
Another challenge is that managers cannot have complete accountability virtually, so some prefer to do this on-site. There is no exact answer whether you need to choose a management team which is physically in the office or work from home. You must decide which option is better for you and see how it impacts the overall company culture.
In large companies, hybrid teams often consist of employees who go to the office to work, but these offices can be in different cities and even countries! And with different time zones it is hard to stay in touch or at least quickly respond. So your image of punctuality should be altered, too.
You cannot organize immediate meetings in person to discuss current problems. But you still can contact the team online and that is going to be much faster. Choose the tools you will be using. And decide if your messages can be asynchronous or you need an immediate response. Plan some meetings in advance in the calendar and notify everyone about upcoming calls or conferences.
Remote workers need to advocate for themselves more than their onsite counterparts.
For managers it is easier to control the team while seeing employees live in the office. This way they can observe the situation and react to it. Otherwise, it seems that those who work at home become less visible and as a consequence less valued. To prevent this, remote workers need to protect their significance in the working process and maybe even have co-located counterparts who will advocate for them.
Ideas on how to competently organize the management of hybrid teams
Communication is a priority if you want to productively realize a hybrid remote working model. Use tools to maintain constant contact with everyone and do not forget about the importance of informal talks. Involve remote employees into team activity and interaction. Organize real life visits to the office for those who usually work from home. Build strong habits to support such interactions so the team feels connected. Admit that your employees have completely different experiences and react to this accordingly. If you still cannot be sure about the efficiency of the team install some task manager or productivity tracker to monitor what employees are doing. Always share information and communicate to create a strong membership.
Despite the fact that the online format has a number of advantages and penetrates into our lives every day, the offline sphere cannot be ruled out. Not all employees are able to reorganize to work at a distance, not all are ready to give up daily communication with colleagues, and many viewed remote work as a forced and temporary measure. On the other hand, for some of the employees, this experience turned out to be more successful and positive, they do not want to give up the benefits they received during remote work, and they are trying to do everything to preserve the new work format.
The hybrid work model is likely to become a new reality in the post-crisis era and people will have to adapt to new work habits. The winners in this new virtual world will be those organisations that successfully tackle the specific challenges of managing remote workers. It is important to recognize issues and be aware of tools able to fix them.Time is a limited and non-renewable resource that affects the work process and is a factor that is suitable for optimization. Over the past few years, a significant number of socio-economic trends have emerged that have a major impact on working hours. The process of globalization, the development of communication technologies, and the growing need for services greatly influence the organization of working time. What is work overtime and how it affected the culture of work? Find out in the text below!
What does overtime mean?
Any time spent in performing work tasks above the agreed working hours is considered overtime work. The employee is obliged to work longer than full time at the request of the employer in the following cases:
dueto act of natural force,
a sudden increase in workload and
in other cases when it is necessary to complete a work that is not planned within a certain period of time (hereinafter: overtime work).
From the above, it can be concluded that overtime work should be represented exceptionally, due to unforeseen circumstances, and not regularly. It is natural to conclude that an employer who has a constant need for overtime work of employees should hire an additional labor force, in order to ensure the completion of all business activities on time.
Overtime is limited not only in terms of the cause but also in length. It may not exceed eight hours per week. So, if the employment contract stipulates that the worker works 40-hour a week, he cannot spend more than 48 hours at work in one week. An employee may not work more than 12 hours a day, including overtime. Since the usual working time is eight hours a day, overtime can last a maximum of 4 hours a day.
Why overtime is bad for business?
Overtime work can lead to reduced employee productivity. Working overtime brings, at first glance, higher profits to the employer. The effects of over-employment are, however, different. There is no motive that could free the human body from stress and diseases caused by overwork. Experts warn that continuous work under pressure has a bad effect on the creation of new ideas and creativity. Finally, it means reduced worker productivity for the employer.
If the company often works more than working hours, it is a sign that something is “wrong” in the company. In that case, the solution is not even more work, but an analysis of why it is happening. Experts will say that good work organization will not cause the introduction of overtime work.
In some cases, the company needs more employees. On the other hand, without consistent application of the law, workers are left at the “mercy and disfavor” of employers, their own interests and desires.
Burnout of employees
After 50 hours worked in one week, productivity drops sharply In companies with 40-hour working hours, only 23 percent of employees had a 9 percent absenteeism rate, but in companies that work more than 40 hours, as many as 54 percent of employees had a 9 percent absenteeism rate.
People who work 11 or more hours a day have a significantly higher risk to develop depression. The risk increases as workers are paid less and have less education, and it is assumed that the main cause is exposure to long-term stress.
As working hours increase, so does the risk of injury. In companies where workers often work overtime, a problem with chronic fatigue has been discovered, which increases as the number of working hours per week increases. In manufacturing, a 10 percent increase in overtime causes a 2.4 percent decrease in productivity In administrative and other office work, productivity is reduced by up to 25 percent when employees work more than 60 hours a week. Low back pain, and immediately afterward stress, are most often the consequences of overtime work.
Many of the problems found are associated with stress, which in turn increases cortisol levels, interferes with sleep, appetite causes high blood pressure, impairs immunity, memory, and mood.
Due to fatigue, concentration decreases, and the number of mistakes increases, which results in more frequent injuries at work, greater waste in production, consequences for service users.
Paying More for Less Productivity
Do companies have to pay overtime?
The employer should issue a written individual act on the introduction of overtime work and warn the employee of the obligation to perform it. The employee for each hour of overtime work is entitled to an increased salary in the amount determined by the general act and the employment contract for overtime work. Having in mind the cited legal provision, the employer is obliged to pay overtime work in an increased amount. Any action of the employer contrary to the above, such as, for example, refusing to pay overtime and calculating days off instead of payment, would mean a violation of the legal rights of the employee.
How much does overtime pay?
It depends on the law standard in your country and the type of work (physical, IT, etc…). In many countries, the minimum is about 30% of the salary, but mostly, it’s paid 50% of the salary.
When is working overtime not worth it financially?
The main problem with overtime work is a lack of efficiency and productivity. As more time passes, productivity and efficiency gradually fall, and that’s when overtime work is just not worth money. The study has shown that it causes the loss of millions of working days a year, which costs at least 20 billion euros. Why would you want to pay more for the work that is done badly when you can avoid overtime work? If you are wondering how, keep reading and you will find out!
No more overtime: how companies can avoid overtime
No more overtime work will help companies to save more money and avoid financial problems. Employees can say bye to all overtime challenges and an unhealthy environment,
Flexible working hours
Flexible working hours also allow companies to produce more, consuming fewer resources. Free access to working hours and an emphasis on the result, and not only on the process and working hours but also contribute to the reduction of stress, which results in greater engagement and increased productivity. Win-win combination. The length of overtime is not necessarily a measure of success.
There are also variations of the flexible working concept, so some choose to keep half of the working time fixed, and the other half to be flexible.
Over the past few years, a significant number of socio-economic trends have emerged that have a major impact on working hours. The process of globalization, the development of communication technologies, and the growing need for services greatly influence the organization of working time. Efficiently organized and used time enables the achievement of increasingly diverse requirements and the improvement of the quality of work. By skillfully organizing time, many frustrating situations are avoided and work productivity is effectively reduced.
Tools and software
As the IT industry grows, we get more help in the form of apps. Tools can contribute to boosting the employees’ productivity, and that’s what you want, right? Here’s the list of a few types of software that may help you:
Team management tools (ASANA, Teamwork) – helps you to manage a workforce.
Scheduling software (Stayhome.ai) – makes organization easier by making a perfect schedule.Time tracking software (MyHours, Spica Mobile Time) – time tracker is a must-have if you want to make sure that there won’t be timeline exceeding.
Communication platform (Zoom, Skype, Discord) – helps employees to have better collaboration with other team members.
Task management software (Active collab, Trello) – with these apps employees will be more organized.
As business leaders cautiously open their doors after lockdown, trying to adapt to the new reality, it becomes clear that business spaces that offer security, adaptability, and value are highly desirable in these uncertain times. Banning work in the centralized office is not just a precautionary measure – the office has always been and still is a hotbed for the spread of viruses and bacteria. Researchers have shown that flu, bacilli, viruses, and bacteria spread easily in the office space among staff.
During the COVID-19 pandemic, the economy suffered a great punch. One employee will come to the office – sneezing, coughing, and transmit whatever virus he has to his colleagues. People spend a large part of their daily lives doomed to an office where common space and high interaction with common surfaces increase the number of microbes on surfaces and in the air. This can harm the health of employee and also endanger the performance of work. Companies must have reacted fast if they wanted to save their business.
Traditional use of office space is under scrutiny
When it comes to healthcare traditional use of office space has proven to be less suitable than remote work. Traditional offices restrict companies and prevent them from growing. The biggest problems of a traditional office are that company will be tied up to one place and people will just waste more time and money while coming to work.
Although the debate about the advantages and disadvantages of work-from-home continues and a new study is published every day that confirms or denies the efficiency of office work, let us remind you that some of today’s most successful, creative and innovative companies, Apple and Google, have never supported working outside the office.
No matter how fast our internet is and how many applications for organization and communication we use, the least chances of mistakes and misinterpretation occur only when we talk live. Home working can’t replace office work, that’s why during the post-pandemic period people must be ready to go back in their previous workplace – office.
Hybrid model – A new normal
The future of office work has recently become a controversial topic. During the pandemic period, it’s hard to keep working in the office, but there’s a business that can’t be done as a home working one. The problem is solved by combining these two working styles and making the hybrid model. Organizations are now in a gap, many who wanted their workers to return to office but were unable to do so safely have begun to apply a single hybrid model and use co-working spaces.
Co-working spaces with their concept fill the golden mean between these two aforementioned extremes and are perfect for this model. By renting a place for yourself or your team in co-working, you maintain the discipline of going to the office, but not to the extent that it threatens your freedom. Depending on the nature of your job, you can choose whenever you prefer to work and come to office in certain days.
The best and fastest way to organize your employee is via hot-desk and time attendance application. For example, stayhome.ai offers you a mobile app that will help you in making the perfect workplace schedule for remote working employees and also for the other employees that will work in coworking office. This is an easy and collaborative method that will help you in handling business better.
Flexible workspace: The pros and cons
The future of the office is flexible. When the open office trend soared in the last decade, companies around the world were tearing down the barriers between workers and opting for wide, open spaces where workers would have the option of choosing a place to work. The intention was to encourage cooperation and creativity. The result of this? Mixed opinions. Some like the possibility of spontaneous chatting and choosing a place to work, but others want a higher degree of privacy and space for concentration. It’s true that an open office was not created for all types of business. The workplace requires a combination of design and a wide choice of spaces to serve the needs of the employee.
Of course, the main advantage is flexibility. The flexible office layout is ideal for companies with a large number of departments and different work styles. We can look at both advantages and disadvantages from several angles, and it all comes down to your needs, the needs of the job position, and the needs of the company in which you work.
If we talk about financial view, then paying enough to rent space for each employee to have their own furnished and equipped department or office is a huge expense, especially for start-up companies. Shared workspaces generally include utilities in the lease, and workers are given the opportunity to network while employers enjoy flexible lease terms, which is an advantage of flex-office. As many flexible workspaces are serviced, you don’t have to worry about organizing your internet connection, electricity, hiring cleaners, or even receptionists.
In case you do your business in a workplace designed to increase productivity, even if you are surrounded by similar companies and teams that are there to “do the job”, your employee will be more productive and focused on business tasks.
Although this way of working seems very tempting, for certain business strategy and profiles it can be completely counterproductive. Jobs related to sales, telephony, or constant contact with clients, cannot be trusted to bring results because the question is when and when they will find them. You can’t “ban” someone in the office when you feel like it, nor can you call someone at midnight because it suits you. On the other hand, clients who rely on you will not be able to find you and therefore the results will be weaker.
What is the short-stay office
This type of office is a good option when it comes to hybrid business. Since the office is used only when necessary during the covid-era, it makes no sense to rent a full-time office if you don’t need it that much. That’s why a short-stay office is an ideal solution to this problem.
You can rent a short-term office for a short time – as long as you need to do office work. This way you will save money because you won’t have to pay for space that you don’t even need and occupy it for others who may need it.
No matter how fast our internet is and how many applications for organization and communication we use, the least chances of mistakes and misinterpretation occur only when we talk live. Home working can’t replace office work, that’s why during the post-pandemic period people must be ready to go back in their previous workplace – office. Using the office more bit by bit will be more efficient in reorganizing the remote workforce.
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