In today’s professional landscape, HR Managers frequently find themselves fielding a crucial question: “What is your flexible work policy?” Prospective employees are increasingly scrutinizing the flexible hybrid work policies of potential employers as a pivotal factor in their job acceptance decisions. Nowhere is this more apparent than in India, where it stands at the heart of the ongoing staffing challenge.
The onset of the COVID-19 pandemic compelled organizations worldwide to embrace remote work, but the post-pandemic landscape has ushered in a new era of modified work structures. In the 70s, emphasis was placed on Efficiency, Standardization, and Hierarchy; by the 90s, the focus had shifted to flexibility, amenities, and a reduction in hierarchical structures.
One might nostalgically recall the excitement surrounding innovations like sleeping pods, office parties, and games in the workplace. However, the contemporary workforce’s priorities have evolved. Today, employees seek interactivity, mobility, and effectiveness in their work environments.
So, what exactly constitutes Hybrid work?
According to Google’s definition, it involves a harmonious blend of in-office, remote, and on-the-go work schedules. This approach provides employees with the autonomy to choose where they work, empowering them to optimize their productivity. The shift towards Hybrid work reflects a nuanced understanding of the modern professional’s need for flexibility, connectivity, and efficiency.
Hybrid working has gained significant popularity among both employees and some employers in India. In essence, it is a flexible work model that accommodates a mix of in-office, remote, and on-the-go workers. This approach grants employees the autonomy to choose where and how they work, optimizing their productivity.
The benefits of hybrid working extend to both employees and employers. For employees, it translates to increased flexibility, reduced travel requirements, heightened job satisfaction, and improved mental well-being. Employers, on the other hand, stand to gain through talent retention, heightened productivity, a decrease in presenteeism, and substantial savings on office-related costs. It’s a win-win scenario.
An insightful Employee Experience survey conducted by Qualtrics revealed that 91% of Indian employees engaged in hybrid work exhibited higher levels of engagement compared to those in full-time remote or office-based arrangements.
Despite the clear evidence showcasing the numerous advantages associated with hybrid working, a pertinent question arises:
- Why do some employers hesitate to embrace this model?
- Could this reluctance be influenced by the prevailing feudal system in India?
It’s worth delving into the deeper reasons behind this disparity.
What am I talking about?
Well, in India we had a prevalent feudal system that still exists in our villages and rural areas, that there is a hierarchy and the people at the bottom of the pyramid are oppressed, kept an eye on, or made to work hard with constant vigilance from the business or land owners……….
I bring that context to my thinking of many managers who may be protesting against hybrid work thinking employees are lazy, resting at home, not working enough and they need to be brought into office and kept a watch on so they perform the most.
But those employers and managers need to think about things like presenteeism. Presenteeism is a phenomenon where the employee is physically at his or her desk looking at the computer screen and appearing to do work, but mentally a thousand miles away thinking about some issue and not focusing on work. Presenteeism is a real issue that costs the organization millions of dollars in loss of productivity.
Then again as ambitious and hard working employees start getting more choices of flexible work, retaining talent may become a huge problem for some of these companies who are resisting hybrid work.
In recognizing the merits of hybrid working, we must also confront the genuine challenges it poses. A recent Employee Experience survey by Qualtrics uncovered disquiet among frontline workers who expressed dissatisfaction, feeling inadequately supported and least trusting. A mere 77% were content with their compensation, while only 72% felt empowered to challenge traditional work methods.
This reality was further illustrated during a consultation with an HR Manager who sought advice on a concerning case. The focal point was a 35-year-old data science engineer residing in a cramped room in Kurla, Mumbai, with three family members, including an ailing grandfather. Despite his proficiency in remote work, he hesitated to return to the office due to his grandfather’s health.
The dilemma unfolded as the employee struggled to balance his work-life dynamics. While he refrained from using video during team meetings to conceal his small living space, the background noise from his surroundings disrupted effective communication. The HR Manager empathetically shared the mounting pressure from management to bring the employee back to the office.
Understanding the delicate situation, the HR Manager grappled with a pivotal question: How could they address this issue to ensure the well-being of the employee, meet the demands of management, and sustain the organization’s momentum? The challenge lay in finding a solution that preserved talent, minimized disruptions, and upheld the overall effectiveness of the team.
After a comprehensive examination of all perspectives and interests from the company, the employee, and the team, a thoughtful plan emerged—a commitment to offering hybrid working, even if just once a day every fortnight, where the employee would spend 5 hours in the office, participating in crucial team meetings. As an additional measure, the HR Manager successfully secured a budget to acquire a small pod that could be installed in the employee’s home, effectively minimizing disruptive noise during work hours.
This carefully crafted solution turned out to be a win-win scenario for all stakeholders involved. It underscored the significance of having an empathetic HR Manager who collaborates with stakeholders to devise innovative and inclusive solutions.
This exemplifies the pinnacle of Human Resource emotional intelligence, marking HR Managers as a unique tribe, crucial to the success of organizations. As for hybrid working, it appears to be the harbinger of the future a paradigm where employees enjoy flexibility for improved work-life balance, leading to heightened productivity and commitment from engaged team members.
