Since 2020, the world of work has transformed dramatically. We've seen a significant shift from the traditional office (onsite work) to remote work, which many of us became very familiar with during COVID-19, commonly referred to as Work From Home (WFH). This has also led to the rise of hybrid work models as the pandemic has subsided.
Together with SCGC, let’s explore the importance of three work models: Onsite, Work From Home (WFH), and Hybrid. We'll analyze the advantages and challenges of maintaining productivity within these diverse work environments. We'll also share practical strategies and tips for effectively integrating these work trends to enhance your work performance and achieve a better work-life balance.
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SCGC and Employee Well-being
At SCGC, belief in the value of the individual is a cornerstone of SCG’s four core values. This commitment drives our ongoing focus on employee well-being, recognizing our employees as invaluable assets. We maintain policies that support a positive work environment and provide benefits aligned with evolving work styles.
Even before the COVID-19 pandemic, SCGC had begun transforming our operations, adapting our business model and integrating digital technologies across all touchpoints. This existing adaptability proved beneficial when the pandemic emerged in late 2019. However, the pandemic's challenges required us to further accelerate our transformation. We focused on enhancing employee skills and developing new capabilities while transitioning to a hybrid workplace model. This approach offers greater flexibility, allowing employees to work remotely while adapting to the evolving circumstances of the pandemic.
Furthermore, SCGC supports employees working from home by providing various resources. These include online meeting and communication systems, mobile applications for daily work reporting, and more.
To keep pace with the ever-changing global landscape, we offer a blended learning approach (Hybrid Learning) encompassing various formats: online, digital (e-Learning), virtual classrooms, live learning sessions, site visits, workshop simulations, coaching, project-based learning (Project Assignment), and blended learning programs that accommodate both in-person and online participants simultaneously. We maintain the 70:20:10 learning model. Furthermore, we encourage the creation of personalized development plans for each employee, supporting learning through various methods such as digital and live instruction from internal and external SCG experts, coaching, on-the-job training, job shadowing, special projects, assignments, and mentoring, where employees can choose their own mentors. This ensures that all employees contribute effectively to driving the business forward smoothly and efficiently.
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Is WFH Still A Viable Option?
Work From Home (WFH), often encompassing Remote Work, has become the new normal for many. Numerous companies now offer hybrid work models, allowing employees flexibility in choosing their work location and hours. This shift has led many to embrace WFH and onsite options, enjoying the autonomy and improved work-life balance that flexible work modes provide.
Employees gain ultimate flexibility with diverse work models, choosing their preferred work location, whether it's Work From Home (WFH) to save on commuting costs, or working remotely from their hometown, eliminating the need for expensive city living. For those living with family, WFH offers additional savings on meals. A significant advantage of WFH is reduced stress, as employees avoid daily office pressures, toxic colleagues, and workplace gossip. This relaxed environment fosters increased productivity and creativity, showcasing the benefits of WFH arrangements.
Owl Labs found that 70% of those who Work From Home (WFH) prefer it due to reduced stress from online meetings compared to onsite office meetings. WFH also minimizes the risk of office syndrome. Furthermore, the study revealed a 47% productivity boost for those working remotely. Time wasted on non-productive tasks during WFH was minimal, averaging just 10 minutes per day. This highlights the effectiveness of WFH and hybrid work models in optimizing productivity and employee well-being.
Companies also benefit significantly from reduced overhead costs with Work From Home (WFH) arrangements. Expenses like utilities (water, electricity, internet), and office supplies decrease as employees work remotely. These savings can then be reallocated towards hiring new talent, strengthening the workforce, and boosting overall company performance. This cost-effectiveness is a key advantage of WFH and hybrid work models, allowing for optimized resource allocation and improved business outcomes, alongside the benefits for employees working onsite or remotely.
The Flip Side of WFH
While Work From Home (WFH) offers flexibility, it's not always ideal for everyone. Some employees lack adequate private space in crowded homes, leading to distractions and disruptions during work hours. The added responsibility of covering expenses like increased internet and electricity bills also presents a challenge. These factors highlight the importance of considering individual circumstances and offering diverse work modes, including hybrid and onsite options, to accommodate varying needs and preferences.
Interestingly, Work From Home (WFH) can also contribute to burnout. Extended periods of isolation can lead to boredom and negatively impact mental health. A Monster survey revealed that 69% of WFH employees experience burnout due to overwork. Furthermore, over 80% miss social interaction with colleagues, and 68% miss onsite office activities. This underscores the need for balanced work models, incorporating hybrid approaches to combine the benefits of WFH with the social aspects of onsite work.
For companies, Work From Home (WFH) can present challenges in terms of employee availability and communication. Some employees may misuse the flexibility of WFH for personal tasks, leading to unavailability during urgent work situations. This can cause delays and hinder productivity. Even diligent employees can face frustration when needing to contact unresponsive colleagues who may be neglecting their duties during WFH. This differs from onsite work where direct communication is easier. Therefore, clear guidelines and policies for WFH are crucial. Establishing clear expectations and communication protocols helps maintain productivity and accountability in hybrid work modes, balancing the benefits of WFH with the needs of the business.
But That Doesn't Mean Onsite Work Isn't Necessary
Before debating the merits, let's clarify onsite work. This traditional work model, prevalent pre-COVID-19, requires employees to work at the company's physical location during specified hours, typically a five-day workweek (Monday to Friday, 9:00 AM to 6:00 PM, for example). Some organizations offer flexibility with less rigid schedules, while others maintain strict rules regarding punctuality and departure times. This contrasts with Work From Home (WFH) and hybrid work modes, which offer greater flexibility in location and work hours.
A key advantage of onsite work is the enhanced focus and productivity it fosters. With fewer external distractions and access to company-provided equipment and resources, employees can work more efficiently. Direct, real-time communication with colleagues facilitates quick problem-solving and collaboration, especially for urgent tasks. In-person meetings contribute to smoother workflows and stronger team cohesion. This close proximity fosters camaraderie and familiarity, ultimately boosting overall team performance. This contrasts with the potential isolation of Work From Home (WFH) and highlights the benefits of hybrid work models that combine onsite and remote work for optimal results.
Companies prioritizing onsite collaboration see a 30% increase in creativity and at least a 36% boost in productivity compared to those that don't. Onsite teamwork fosters inspiration and idea cross-pollination, leading to enhanced innovation. Collaboration occurs organically in various office settings, from post-meeting discussions to lunch breaks and even on the way to the next meeting. These spontaneous, in-person interactions are crucial for creativity and innovation. Remember, groundbreaking inventions like airplanes, ice cream, and search algorithms weren't conceived in isolation but through collaborative efforts. This highlights the power of onsite teamwork and its importance within hybrid work models, balancing the benefits of Work From Home (WFH) with the dynamic synergy of in-person collaboration!
In contrast to WFH, onsite work often involves increased expenses for employees. These include commuting costs, lunches, snacks, and after-work socializing. The repetitive office environment can also contribute to stress and burnout, particularly for those with long commutes. Companies, too, bear additional expenses such as utilities, internet, and office equipment to support onsite operations. This cost factor is a key consideration when comparing onsite vs. WFH or evaluating hybrid work models that aim to balance the benefits of both.
Another thought-provoking point, particularly in the context of manager-employee dynamics, is the perception of control in onsite work. The physical presence in an office can reinforce a sense of authority for managers, allowing easier oversight of employees' work. Conversely, Work From Home can sometimes create unease for managers accustomed to close supervision. A Resume Builder survey found that approximately 21% of managers threatened dismissal if employees didn't return to onsite work. However, two-thirds of employees stated they would resign if "forced" back onsite. This power dynamic highlights the complexities of implementing different work modes and the importance of trust and flexibility in managing both onsite and remote teams within hybrid arrangements.
Or Could A Hybrid Workplace be The Solution?
This hybrid work mode blends onsite office work with WFH. Employees aren't required in the office every day; instead, companies designate specific days for onsite work and others for WFH. For example, Monday-Wednesday might be onsite, while Thursday-Friday allows Work From Home. Some companies rotate teams, alternating who works onsite. The specific structure of this flexible work mode varies depending on each company's policy.
However, resistance to Work From Home (WFH) is likely less prevalent than the number of people who desire this work mode but lack the opportunity, especially in roles adaptable to remote work. If companies and employees adopt productivity and time management metrics as key performance indicators (KPIs), a clearer picture can emerge, guiding the development of work models beneficial to both parties. This includes addressing team communication and potential challenges. A collaborative approach, involving open communication and gradual implementation of different work modes (including hybrid and onsite options), will help determine the optimal solution for each organization.
At SCGC, we believe that whether it's Onsite, WFH, or Hybrid approach, each work mode can be adapted to suit individual work styles, learning preferences, and lifestyles. Crucially, the evolving landscape of work presents an opportunity for ongoing dialogue between organizations and employees. This conversation can drive the transformation of company culture, leading to a more effective and mutually beneficial work model for all.
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