As more and more companies begin to embrace hybrid work, there are still a number of myths floating around about what exactly “hybrid” means.
These myths can be disheartening to business leaders considering the switch. “I’m hesitant to implement a system that seems so hard to manage…” “There’s no way Hybrid can increase productivity like fully in-person work”.
In this article, we’ll debunk some of the most common myths about hybrid work – and hopefully help you understand what a transition to hybrid really means for you and your employees.
By far the most common myth is that the term “hybrid work” is just another way to refer to remote work.
Since the pandemic, companies have had to reckon with the fact that maintaining fully office-based work is simply not feasible. Clutching around for solutions, many have ended up in somewhat of a working “no man’s land” — neither committing to remote nor office-based work.
This has led to confusion. Many people have been led to believe that “hybrid work” is just another way of referring to fully remote work — or, worse, a company that is still figuring out what to do.
Truth: Hybrid work is a developing model of work in its own right. It even has a manifesto that states its foundations and core principles. Hybrid work helps you leverage the balance of in-person and remote work to the advantage of your company, whether that be through building strong communities, identifying opportunities for optimization, or ushering in a more productive workforce.
Many employers worry that implementing hybrid work will lead to a decrease in their employees’ productivity.
This myth is founded on the (false!) idea that a flexible workforce, divided between their homes and the office, will ultimately be less focused, accountable and productive.
The truth couldn’t be more different.
Truth: Studies have shown that employees who have the flexibility to work from home are actually more productive than those who are forced to work in the office every day. Furthermore, 63% of high growth companies were found to have opted for a hybrid model.
In the grand scheme of things, hybrid work boosts employee satisfaction, reduces burnout, and stimulates an even more productive workforce.
Hybrid products have got a lot of stick in the past. Sofas which are also beds, washing machines that are driers — doing two things at once often means not doing either one properly.
In the same way, a common myth surrounding hybrid work is that it’s a system that falls short of delivering on both of its core functions. A makeshift solution that companies must implement “before things go back to normal”.
This idea can really deter business owners who are looking to make sense of the post-pandemic working world. Luckily for them — it is nought but a myth!
Truth: Hybrid work is a long-term strategic decision that business owners are taking to bring out the best in both remote and in-person work. Hybrid offers employees the flexibility to choose where they want to work from, while keeping the benefits of human connection and collaboration central to any company’s identity – and likelihood of success.
Managing a hybrid workforce can seem daunting at first glance — and many have been led to believe that it is far more of a challenge than 100% office-based work (or 100% remote).
With so many moving parts, surely keeping on top of office attendance and team coordination is a borderline impossible task? Let alone making sure everyone is happy with the way things are being operated!
Truth: Again — good news. With the right tools and processes in place, managing a hybrid workforce is just as seamless as managing an in-person team. Products like Kadence exist to help businesses manage the complex logistics of hybrid work by providing a platform for team collaboration and project management. With smart desk booking and full transparency over team members’ work schedules – you’ll find that your hybrid model starts to operate itself.
Another myth that surrounds hybrid work is the supposed negative effect it has on a company’s sense of community.
Many are under the impression that employees splitting their time between the office and remote work means less opportunity for team members to bond and form connections with each other. A scattered team leads to a community that is out-of-touch with itself.
Truth: Hybrid work is designed with the purpose of helping companies rebuild their communities after two years of remote work. With the right hybrid tool in place, employees will be more intentional than ever about their use of the office — choosing when to come in to collaborate, connect and socialize with their other coworkers. The flexibility and work-life balance hybrid work bestows on them also leads to higher job satisfaction, wellbeing, and a desire to be active participants in their company’s cultural development.
This final myth revolves around a broader attitude some business leaders have taken towards hybrid work.
There is a feeling that hybrid work, for many of the reasons mentioned in the myths above, is simply a “nice-to-have” — a small adjustment in policies that doesn’t fundamentally alter the way a business operates.
Many are sticking to their guns when it comes to sanctioning in-person or remote work, while hybrid work is pigeonholed as something companies can do if they allow themselves the luxury.
Truth: The world of work has changed beyond recognition, and it is simply neither feasible nor optimal for business leaders to double down on “fully remote” or “fully in-person” systems. Hybrid work alters the way your company operates on a fundamental level. It is the work model that will help companies find their true working identities for many years to come.
With the working world changing and evolving at an alarming pace, it’s no wonder myths continue to proliferate around different approaches to work.
At Kadence, we help businesses understand how they can make hybrid work for them — by implementing a work model that benefits their people – and profits – in the long-term.