Hybrid work, towards a new model

If the model of hybrid work existed before, but it is gaining ground, inviting businesses to rethink how they operate. The employee does not stay 100% remote or 100% in person, a way of working with many advantages that has its followers. The promise of hybrid work ? More efficiency and flexibility to reconcile professional and personal life without sacrificing a real corporate culture and relationships between employees, this is the compromise offered by the hybrid work.

What is hybrid work?

The hybrid work refers to the division of working time between teleworking and face-to-face. Generally, remote work, from home or a third place, is limited to one or two days per week. However, the proportion of teleworking and face-to-face is sometimes subject to the discretion of employees. Hybridization has become part of the norm and has proved beneficial — especially on productivity —, forcing companies to be more flexible in terms of how their employees work.

Benefits of hybrid working for businesses

According to a study by Boston Consulting Group and Cadre Emploi, 78% of French people are seduced by hybrid work, especially for its promises of time savings, productivity and flexibility.

Productivity gain

The hybrid work boosts efficiency: companies have had proof of this with the increase in productivity in teleworking, and are now in favor of Flex Office. The Cetelem Observatory points out in its survey that 38% of respondents noticed a substantial gain in time when working from home.

Cost reduction

The rise of hybrid work guarantees significant savings for businesses, in terms of real estate costs and energy consumption. The deployment of teleworking requires premises with smaller areas, and constitutes a significant reduction in costs.

Business attractiveness

The hybrid work is a differentiating element that contributes to the attractiveness of a company. The majority of candidates want to take advantage of the hybridization of work, especially the youngest. Businesses are aware of the importance of offering a shared way of working in order to retain employees and offer them the flexibility they need to thrive.

Hybridization from the point of view of employees

Beyond the possibility of alternating between several workspaces, it is also the distribution of work, with fixed hours, that would deserve more flexibility according to employees.

Distribution of time between teleworking and face-to-face

The study conducted by L'Observatoire Cetelem, points out that the majority of French people would prefer to alternate between teleworking and face-to-face. This is supported by the CadremEmploi x Boston Consulting Group study: 78% of respondents favor hybridization and 48% consider a rhythm of 3 days in the office/2 days in remote work per week.

Choosing the workplace

44% of working people want to work from home. The reasons? A reduction in transport time and expenses, as well as a certain flexibility. A trend that is part of the thinking of managers: 79% of them plan to allow their employees to divide their time between the company and another workplace.

Flexible schedules

80% of talents want a more flexible model that gives them the opportunity to adapt their schedules, to benefit from longer breaks, to start earlier and finish earlier and vice versa.

How do you make the transition to hybrid work successfully?

Developing hybridization without giving up its corporate culture and performance requires connecting the physical office workspace with digital technology. Find out how to make a successful transition to hybrid work, in order to facilitate collaborative work.

High-performance equipment

Businesses must provide efficient computer and office equipment in the face of disparities between private teleworking spaces and company premises. Hybridization also raises the issue of security: the company's IT department is responsible for ensuring that employees have all the tools they need to work effectively and safely, no matter where they are. Because when employees work remotely, shadow IT practices (use of IT solutions without the agreement of their CIO) tend to intensify, which can increase cybersecurity problems.

Hybrid management

The hybrid work requires management to adapt, which must change its practices; managing a hybrid team does not present the same difficulties as a team that we work with on a daily basis. For example, it is not possible to assess the effectiveness of each person according to the time spent on a task; it is important to establish a culture of results, where it is a question of valuing the work done beyond other considerations. For these purposes, management can use several levers in order to keep its teams motivated and committed:

• Organize regular meetings: via chat and videoconference to streamline communication and maintain proximity with your teams;
• Accept not to control everything: hybridization is based on trust between the manager who must reduce his relationship with control and his collaborators;
• Convert to new uses: collaborative tools encourage interactions in the office and while working from home to reconcile corporate culture and results;
• Leave room for the informal: exchanges between employees must be maintained with physical or online team building initiatives;
• Supporting employees: as the boundaries between professional and private life remain porous, the risk of isolation and demotivation is high. To avoid them, employee support systems improve their employee experience.
  
  

Strengthen relationships with transparent communication

The challenge for the successful transition to hybrid mode is to maintain communication between employees. At a distance, exchanges take place less spontaneously and frequently, relationships become loose and misunderstandings can occur, leading to a loss of time and a feeling of isolation. Dialogue must therefore be organized in order to be maintained, communication remaining essential to guarantee good working conditions; in this, the installation of a fleet of screens dedicated to digital signage for business and the use of an application on your Digital Workplace leads to the creation of bridges between all employees. These complementary communication channels make it possible to broadcast highly attractive interactive content that captures attention and increases engagement.

The screen placed in the workspace can broadcast information throughout the week in a centralized and automated way, also relayed on desktop or mobile via the Cenareo App application integrated into your Digital Workplace; thus, the company ensures that it offers the same level of information to all employees working remotely, on site or in the field. The Cenareo multi-channel solution transforms all screens into an impacting communication channel to reach all your employees and streamline exchanges for tailor-made, contextualized and impacting communication.

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Succeed in your transition to the mode of hybrid work thanks to the Cenareo solution dedicated to the management of its fleet of digital signage screens. Flexible and intuitive, these powerful tools are naturally implanted in the organization of the company. Unite your teams by transmitting relevant content that evokes memory, for a unique experience. Cenareo helps you define a internal communication tailor-made, in the service of the competitiveness of the company and the well-being of employees.