10 Essential Interview Questions for Nonprofit Candidates: Selecting the Right Fit for Mission-driven Organizations
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In 2020, the surge of the COVID-19 pandemic changed people’s lives from constantly connecting with their loved ones, friends, and colleagues to isolating themselves at home doing the best they can to make a living while keeping themselves and their families safe. It was a tough time for everyone, including businesses and organizations. The world came to a halt and people were clueless about what is ahead.
As a famous saying goes, “The show must go on.” After months of figuring out the best way to continue operations and retain the workforce, working from home, although not a new concept, became the new normal. Developing skills in team collaboration, video conferencing, time tracking, cloud content collaboration, and endpoint protection software became a trend. The demand for tech-savvy staff increased. Work is done remotely and virtually. Yes, there was an adjustment period, but people were able to keep up since this is the source of their livelihood.
With the development and distribution of vaccines and boosters, as well as the continuous decline of transmission, quarantine restrictions started to ease. Face-to-face classes are gradually implemented. Private establishments and government offices open and that includes the return of employees to the office.
Since people have been working remotely for the past two years, going back to the office means retraining their minds and bodies to their routines pre-pandemic. While some are ecstatic to finally break free from their homes and interact with other people, others are either hesitant to lose the perks of working from home or anxious about the possibility of infection.
Based on a Gallup survey, 51% percent of employees said that they’re willing to change jobs for a more flexible remote schedule.
That is not surprising. Remote work gave employees flexibility and control over their time. The extra hours spent commuting can be spent in training, running errands, attending to family members when needed, and other important things. They can do all these without completely disrupting work dynamics.
But there’s a workaround that benefits both the organization and the employees – Hybrid Work Model
With the reopening of offices, many employers are considering retaining a percentage of remote workers. 90% of organizations intend to combine remote and on-site working as part of their long-term plans based on a McKinsey survey.
By now, most employees have set up a personal office, which proved to be equally (and some even say more) productive. However, there is still a need for personal contact and connectedness to gain professional growth. Hybrid work provides them both – the independence gained from remote working and the social and cultural advantages of on-site working.
Compared to fully remote offices, hybrid workplaces have a physical office and location. However, its physical office has a smaller real estate footprint, unlike an in-person workplace.
Referring to WeWork, a provider of coworking spaces, a hybrid workplace aims to “balance the needs of individual workers with their ability to collaborate and be productive in a shared physical space.”
Companies have the liberty to customize the process based on their needs since hybrid workplaces focus on flexibility. It also provides employees with a choice of where and when they work. In return, businesses are able to increase employee satisfaction, optimize labor costs, and increase flexibility, paving the way for smoother collaboration, better cultural socialization, and face-to-face collaboration.
Before we jump on the bandwagon, there are things that we must consider before implementing them in your business or organization. First, you have to identify how a hybrid workplace serves you and your employees. Second, you have to understand and learn the different kinds of hybrid workplaces. Try answering these questions to guide you in choosing the right hybrid model:
Once you have answered all these questions, you can easily and strategically plan for the type of work model that best suits your business or organization. Again, a hybrid work model is customizable, and you can remove and add some elements depending on your needs.
Below are some of the most common types you can consider. Just make sure that you regularly check your plans to maintain an effective work environment and harmonious collaboration.
After pointing out the type of hybrid work model you need, now is the time to adopt it. But how? It is not enough to tell people to split their time at home and in the office and hope for the best. There should be a solid hybrid workplace strategy in place. Here are some of the strategies you can adopt in your organization:
Thinking ahead will greatly minimize the potential challenges that hybrid workers will face. It’s better to be overprepared these days because one will never know what will happen next. Ensuring overall company productivity means providing employees with adequate resources and the right online solutions, whether they work in-office or remotely. In essence, organizations must consider alternatives and provide the needs of their workforce, or else they will lose incredible talent to employers that will.