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Hybrid Remote Work Models for Small and Midsize Businesses


As one of Statista’s surveys points out, 73% of people want a flexible working schedule even after the pandemic ends. Many people have seen the benefits of remote work, so companies will have to adjust to keep most of their employees engaged and satisfied.

1. Fully Flexible Hybrid


This hybrid work model essentially gives the employee’s carte blanche when setting their schedule.‍ Workers may choose when to come to the office and when to work from home or another location.



2. Office-Centric Hybrid‍


Companies that include office-centric hybrid models ask their workers to show up in the office for most of the regular workweek. However, they allow certain employees to work from a different location for one or two days a week. Often, the remote workers are more refreshed and productive upon returning to the office. It also helps to break up the monotony of a regular workweek.


3. Remote-Friendly Hybrid‍


This model allows employees to work remotely, but it sets more rules regarding when they're allowed to do so. Companies might offer employees the option of working from home but only on certain days. A remote-friendly hybrid model can also allow a certain number of employees to work from home—perhaps 10 to 30 percent, depending on the nature of the business. The remote teams would come into the office only sporadically, while the bulk of the staff would provide in-person support regularly. If you're hoping to attract talent that doesn't live in the area, these remote-friendly work models could be the answer.


4. Hybrid Remote-Office‍



Employees are encouraged to choose their work model from an authorized list. Choices usually include the in-office approach, a flexible option that allows a two- or three-day work-from-home schedule, or a fully remote option. It's also more structured than the fully flexible model.



5. Remote-First‍




This model revolves around working from home—or any location employees choose. This model isn't just remote-friendly; it encourages employees to think of the remote experience as the future of work as we know it.


Companies with remote-first work cultures transcend time zones and geographic barriers. They are based on principles of transparency, inclusivity, autonomy, and trust.


A remote-first work culture doesn't involve labeling office-based work as "remote" or allowing people to work remotely occasionally without improving how work is completed. It involves treating remote work and its requirements as the standard mode of operation.



In this case, remote-first concepts are the cornerstone of how work is carried out rather than being an afterthought or a quick workaround. By promoting and fostering a culture of remote work, you ensure that connections are made. People come first at remote-first businesses. They encourage flexible schedules and asynchronous communication, which enables employees to bring their best self to work regardless of where they are.



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