On December 31st 2019 there were 41 mysterious cases of pneumonia in Wuhan, China. Nobody knew these “mysterious cases of pneumonia” would lead to a global pandemic which would claim 4,602,882 lives worldwide and still counting. This virus is closely related to SARS-COV which also causes a highly contagious disease called SARS thus causing respiratory distress in the beginning and may lead to death if not treated properly. Ever since this virus has emerged it has forced millions of people into their homes, thinning the walls between home and work, forcing companies and the employees to change their overall work culture and business ethics . With all these changes, we’re at an inflection point where we’re determining what’s here to stay long-term and what was just a temporary solution[1].
Before COVID, workplaces were designed primarily around their functional program – desks, conference rooms and kitchens that served basic office and employee needs. However, more than six months of virtual work across organizations has proven that the functional activities of the workplace are rather easily transposed to the home or third places of convenience[2]. In countless workplace surveys created by the internal or third party research firms, it’s clear that there has been significant improvement in the functionality and efficiency of the employees. Conversely the same people note missing qualitative aspects of work like collaboration, teamwork, impromptu conversation and culture, this for the matter of fact opens up new possibilities for hybrid work environment which has better of both sides-the easy accessibility of work from home environment and social connectivity of regular workspaces.
The hybrid workplace is defined as a business model combining remote work with office work. It may look different among organizations, but it typically includes the onsite presence of a skeletal staff, while others are free to come and go as they please, within reason. The hybrid workplace generally allows employees to fit their life around their work, rather than structuring work around fixed hours logged in an office. It can help to ease anxiety employees may have relating to returning to public workspace or commuting on public transit. Virtual meeting burn out or fatigue is very real as many of the people have already experienced it during the first phase of lockdown, too many meetings and interactions with colleagues over video can be sometimes really tiring which might lead to lack of enthusiasm of the team thus a hybrid work environment balances the virtual interactions from the real ones leading to a more stable work ethic [4].
A hybrid work space is indeed flexible and increases productivity to significant levels but it isn’t without flaws many have pointed out that the employees “seen” in the office will be viewed as providing a greater amount of output. Remote employees may feel passed up for opportunities because they are less viable than who are present in the office. Thus creating factions between the workforce which would further lead to further complications.
While the future seems uncertain ,the future vision of the post COVID-19 workplace is actually taking shape. Many organizations are implementing the hybrid workplace model to improve productivity without stressing the employees. This is the ultimate goal that every organization must keep in mind. The need of the hour is to provide an environment that emphasizes individual health and gives them the opportunity to choose their comfortable working style[5].
- Arsh Shikalgar
REFERENCES-:
Post-COVID Workplace Design: A More Revolutionary Vision (workdesign.com)
Tips to manage the workplace after COVID19 | HRExecutive.com
The Hybrid Workplace: What you need to know to be successful (thoughtfarmer.com)
The Hybrid Workplace: What you need to know to be successful (thoughtfarmer.com)
What is the Hybrid Work Model and how to get it right in 2021? (hivedesk.com)