A STUDY ON EFFECT OF HYBRID STRATEGY ON ORGANIZATIONAL PERFORMANCE

Abstract

The hybrid workplace is a concept on the lips of every industry trend in the world today. With digitalization becoming more normalized across every sphere in the global village, every workplace needs to maximize and transcend obstacles and innovations to ease into the hybrid workplace. The COVID-19 pandemic has brought a wave for an increased need for a hybrid workplace. As businesses and everyday life have gradually returned to pre-pandemic activity, one point has become clear: The home office isn’t about to shut down. From tiny companies to massive multinationals like Apple, Google, Citi and HSBC — plan to implement some form of hybrid working arrangements so their employees can divide their time between collaborating with colleagues on site and working from home. Work from office ecosystem has been a tried and tested system, while work from home has been proven during the pandemic. With the traditional Work from office system, there is the assurance of hands-on interaction of the existing culture in the work organization. Also, there is an advantage of informal networking, more likely in- person collaboration, and the added benefits of a structure to help foster creativity. In the remote work, essential elements are flexibility at work, reduced labour cost, more satisfaction on the part of workers, and better environmental experiences. The Hybrid arrangements balance the benefits of being in the office in person — greater ability to collaborate, innovate and build culture — with the benefits of quiet and the lack of commuting that come from working from home. Firms often suggest employees work two days a week at home, focusing on individual tasks or small meetings, and three days a week in the office, for larger meetings, training, and social events. Though the hybrid work model has benefits of both the remote work location and work from office, it has various challenges as will like how much choice should workers have in deciding the WFH and WFO days. If the employees in a team are coming on different days of the week, the objective of work from office is failed. This also highlights the severe problems firms could face over effective use of office space if they let employees pick their days to work from home. Providing enough desks for v every employee coming in on Wednesday would leave half of these desks empty on Monday and Friday. There are various approach to implement the hybrid work model. There is no one-size- fits-all hybrid model. Each company develops a hybrid model based on the needs of the company and the needs of the individual employee. Before implementing hybrid policies, executives and managers need to think through the implications of how and when employees work remotely. While both work from office and work from home model have been tested, the hybrid work model is quite new. Its effectiveness of individual productivity, well-being and satisfaction is yet to be tested. Similarly how effective a hybrid model could be from organizational productivity, growth and profit perspective, is yet to be studied and evaluated. In this study I will collect various data from employees and executives about their expectation about post pandemic work model. The findings of the study will lead to the numerous recommendations about various hybrid model that can be implemented considering the flexibility for employee and productivity of organizations. The goal is study how hybrid work model affects the performance of organizations and to come up with strategies for hybrid work model which has the best productivity and best employee satisfaction for different kind of organizations and work force. I would be reviewing the company's post pandemic work model in order to pursue these and the areas that can be improved upon can be found by this study.