Hybrid work – why do we need a more flexible mindset

A hybrid work model contrasts with the traditional work setup. The crucial question is what hybrid work entails and how it has evolved over time. Whether it’s hybrid work, work from home, flexible, or distributed—whatever you call it, work will never again look the same as it did before. This shape-shifting, modern way of working has been developing for years across the working world. However, this approach isn’t suitable for everyone, even though more multinational organizations are adopting it. It comes in several variations, tailored for each company and its employees, so it isn’t one-size-fits-all. In this article, we’ll explore what hybrid work is and why we need a more flexible mindset to make the most of it.

 Here’s what we’ll cover: 

• What is hybrid work? 
• How does hybrid work benefit? 
• Flexibility of mindsets in hybrid work 
• Old vs new mindsets
• How to make flexible mindsets work?
• Why do we need a more flexible mindset?

What is hybrid work?

Hybrid work refers to a flexible approach that blends working at the office and work from home. With hybrid work, flexibility can vary to suit different schedules and needs. A hybrid work model leads to a more balanced work-life for employees, allowing them to alternate between the office and work from home. This arrangement enhances productivity and employee engagement, making work from home a rewarding and efficient option.

How does hybrid work benefit?

Hybrid work benefits both individual employees and the companies that implement it. Work from home offers employees more options, boosting productivity and job satisfaction. For organizations, it leads to increased profitability and access to a broader talent pool. Additionally, reduced commuting and office space contribute to environmental sustainability. According to Dimensional Research’s most recent study:

1. 99% of knowledge workers recognize the benefits of work from home, such as increased flexibility, avoiding long commutes, and spending more time with family.
2. 95% of knowledge employees wish to use office time for team-building, collaboration, or networking with colleagues, emphasizing the selective need for office presence.
3. 53% of large organizations plan to reduce their office space, thanks to the shift towards work from home.

Flexibility of mindsets in hybrid work

Adaptability, open-mindedness, and new behavioral patterns are essential in hybrid work environments. The surge in work from home practices during the pandemic revealed that remote work could boost productivity and wellness. However, the office still plays a crucial role in providing experiences that work from home may not offer. As work from home continues to be a significant part of the workplace, it’s vital to adopt a flexible mindset to navigate these changes and develop long-term strategies that balance remote work with in-office collaboration.

Old vs new mindsets

While flexibility at work isn’t a new concept, it was traditionally limited to specific circumstances. For example, many companies implemented flexible work policies that allowed employees to choose their working hours but still expected most work to happen in the office. These policies often included detailed legal provisions and procedural elements, making flexibility more of an exception than the norm. However, with the shift towards work from home and hybrid work, this traditional approach is breaking down. Now, the focus is on results rather than monitoring every action. Employees are seen as independent and trustworthy adults who take ownership of their tasks and outcomes, supported by their team members.

How to make flexible mindsets work?

Flexible working requires a balance between individual needs, team dynamics, and organizational goals. It’s not about lone individuals pursuing personal goals at the expense of collective ones. Instead, it involves building trust, clear communication, and collaboration. Here are some ways to make flexible mindsets work:

1. Establish clear expectations and accountability – define results, uphold responsibility, and recognize achievements. Whether it’s behaviors or outputs, clarity is essential, especially in a work from home setting.
2. Encourage regular communication – set up a communication schedule and channels that keep everyone connected and informed. Short, focused daily check-ins can replace lengthy team meetings, keeping everyone on the same page, even when they’re working from home.
3. Face-to-face interaction – ensure that people still have opportunities to meet in person, even if work from home is the norm. Regular team days or in-person meetups can strengthen relationships and enhance collaboration, making office visits more meaningful.

Flexibility is built on trust, but it also involves establishing rules that benefit the organization, keeping people connected, and maximizing productivity, whether in the office or working from home. Other factors that show flexibility is not just a privilege but rather a method that ensures results and drives performance.

Why do we need a more flexible mindset?

The shift towards hybrid work, including work from home, requires a more flexible mindset to navigate complex situations and seize new opportunities. Understanding hybrid work means recognizing that it’s no longer about a 9-5 office routine. Instead, it allows employees to divide their time between the office and work from home, catering to different needs and preferences. Hybrid work combines the best of both worlds: the office fosters innovation and team culture, while work from home provides autonomy and work-life balance. However, the success of hybrid work depends on both the technology infrastructure and the mindset of employees and organizations. Flexibility, adaptability, and a willingness to embrace change are crucial for making hybrid work, including work from home, effective.

Adaptability: In a hybrid work environment, employees must adapt to new conditions, shifting between work from home and office setups seamlessly. Organizations also need to adjust their policies and leadership styles to accommodate a hybrid workforce. 

Autonomy and accountability: Hybrid work, especially work from home, gives employees more control over their work hours and environment. However, this independence comes with the responsibility to deliver results. A flexible mindset means taking ownership of your work, setting clear goals, and meeting commitments, even when you’re working from home. 

Communication and collaboration: Effective communication is the cornerstone of a productive hybrid work environment. Open and transparent communication is vital, especially when team members are working from home. By fostering an inclusive culture and leveraging communication tools, teams can stay connected and collaborate effectively, regardless of location. 

Embracing Diversity and Inclusion: Hybrid work, including work from home, promotes diversity by breaking down geographical barriers and offering equal opportunities. A flexible mindset embraces diversity, welcomes different perspectives, and ensures that everyone has a chance to thrive, whether they’re working from home or in the office.

Closing remarks

In conclusion, hybrid work has fundamentally changed how we approach work. Success in this new era requires adaptability, trust, communication, and a commitment to inclusion. A flexible mindset is at the heart of these qualities, enabling individuals and organizations to navigate the challenges of hybrid work and make the most of its opportunities. As work from home continues to play a significant role in the future of work, embracing flexibility will be key to long-term success in a constantly evolving workplace.