Hybrid Work Models: Hybrid models can be part of a strategy to utilize the skills of the wider population, ETHRWorld

Time of India

18-05-2025

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Not everyone wants to work remotely, and indeed not everyone can. Some roles must be done onsite, some people don't have the set-up to operate effectively from home, and some people are simply better suited to a dynamic that sees them travel to and from work every day. Indeed, when BSI asked recent career starters (people who had joined the workforce since 2019) what they wanted, the picture was mixed. While hybrid was the most popular structure in India (30% stated it as a preference compared to just 25% for fully remote), around a quarter (25%) of respondents wanted to be fully site based and 20% said primarily site based.Five years on from Covid-19, we are seeing employers demand a return to office, amidst ongoing discussion about productivity and whether working remotely is more or less efficient. We are also seeing employees push back, arguing they will not turn the clock back to pre-2020.Ultimately, it comes down to individual preference and employer need, and organizations will need to strike a balance that allows for the best of both. Lost among this conversation is that where hybrid or remote models do work, we should see them as an opportunity.There are many people locked out of the economy or unable to pursue the careers they want to, with barriers including everything from location to the cost of living in some parts of the country, commuting time and caring needs. There are also those living with disability, mental ill-health or wellbeing challenges, or with neurodiverse needs, for whom being onsite all the time would pose a challenge.Alongside this, poor health reduces productivity and has significant social and societal impacts. Globally, the average worker takes roughly 7.8 sick days per year, although this figure varies significantly across countries and sectors. In India, this varies by state.Enabling people back to work, can bring both economic benefits, as well as a positive force in people's lives. The only way this will be achieved is if society creates pathways into work for those for whom the barriers currently feel high or insurmountable.Recent focus groups revealed that many career starters currently working in remote or hybrid roles, more than an hour away from their organization's office, are able to save money by not travelling into work.Another respondent, with neurodiversity considerations in mind, highlighted that workplaces can be a sensory overload and that working remotely is critical for him to be able to focus. Flexibility is considered the critical factor for helping people to remain in work longer, supporting mental health and physical wellbeing. For example, flexibility was vital for experienced women that are going through menopause.Similarly, remote and hybrid work can be beneficial from a mental health standpoint. This is not always true – some hybrid workers in India say their mental health was negatively affected by working remotely during the pandemic. There is some indication that hybrid roles might lead to, or reinforce, a sense of isolation or lack of workplace confidence. Additionally, some of those currently in remote or hybrid roles say social anxiety would influence their decision to take a site-based role.Conversely, many career starters say their mental health is enhanced by working in a hybrid structure. Many highlighted the time it gives them to exercise. While hybrid working doesn't support everyone's mental health, it tends to support better overall physical and mental health. With increasing levels of chronic ill-health, and mental ill-health becoming a hidden pandemic, more flexible working may bring significant productivity and health gains by keeping more people healthy and in work. What's key is for individuals to know which set up they will thrive in.Most career starters recognize that there are additional economic benefits with remote and hybrid working. Ultimately, building a strong future workforce means having access to the greatest pool of talent now and in the future. Hybrid models can be part of a strategy to utilize the skills of the wider population, by creating a workforce that is inclusive to those who would otherwise be locked out based on location, or inaccessible to those with health, mental health or neurodiversity needs.It won't always be possible, but where it is, or where job redesign might be an option, Indian organizations should build this into their long-term strategy to attract and retain the best and brightest, wherever they are working.DISCLAIMER: The views expressed are solely of the author and ETHRWorld does not necessarily subscribe to it. ETHRWorld will not be responsible for any damage caused to any person or organisation directly or indirectly.