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Are you considering a hybrid workplace model, but not sure where to start?

Do you want to ensure that your employees can work productively and collaboratively, whether they’re in the office or remote?

Are you interested in optimizing your workplace to improve employee engagement and business outcomes?

A hybrid workplace model can offer many benefits, including increased flexibility, improved work-life balance, and reduced overhead costs. However, it also presents unique challenges, such as maintaining team cohesion and ensuring that employees have the tools and resources they need to work effectively. 

WE OFFER A RANGE OF PEOPLE ANALYTICS SERVICES TO HELP YOU DESIGN AND IMPLEMENT A SUCCESSFUL HYBRID WORKPLACE MODEL, INCLUDING:

  • Analysis of employee preferences and work styles to inform your workplace strategy 
  • Insights into employee productivity, engagement, and collaboration, to help you ensure that your employees can work effectively, whether they’re in the office or remote 
  • Customized training and development plans to help your employees develop the skills they need to succeed in a hybrid workplace 
  • ROI analysis of your hybrid workplace model, including cost savings and business impact metrics 

If you subscribe to our monthly services, you’ll receive a comprehensive hybrid workplace analysis that includes: 

  • A detailed report on your current workplace and employee preferences, including strengths and opportunities 
  • Insights into employee productivity, engagement, and collaboration 
  • Customized training and development plans for your employees, based on their unique needs and career goals as well as tracking advancement against training goals.  
  • ROI analysis of your hybrid workplace model, including cost savings and business impact metrics 

Overall, our services can help you design and implement a successful hybrid workplace model, to improve employee engagement, collaboration, and business outcomes. 

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What is hybrid work?

Hybrid work is a flexible work model that combines elements of both remote and in-office working. It allows employees to split their time between working from a physical office location and working remotely, often from home. This model aims to balance the need for in-person collaboration with the flexibility and autonomy of remote work, adapting to the evolving preferences and needs of both employers and employees in the modern workplace.

Why it is necessary?

It allows employees to work in ways that best suit their lifestyles and productivity preferences, leading to improved job satisfaction and work-life balance.

Many organizations report higher productivity levels with hybrid models, as employees can choose work environments that optimize their efficiency.

Offering hybrid work options makes an organization more attractive to a broader pool of talent and helps retain employees seeking flexible work arrangements.

Hybrid work can lead to reduced overhead costs, such as office space and utilities, while maintaining operational effectiveness.

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Common roadblocks

Inconsistent Policies: A lack of clear, consistent guidelines on hybrid work can lead to confusion and unequal treatment of employees.

Overlooking Employee Needs and Preferences: Failing to consider the diverse needs and work styles of different employees can result in a one- size-fits-all approach that doesn’t optimize productivity.

Inadequate Infrastructure and Tools: Not providing the necessary technology and support for effective remote work can hinder employee performance and collaboration.

Neglecting Company Culture: The risk of diluting organizational culture and employee engagement when not managed correctly, as remote work can reduce face-to-face interactions.

Communication Gaps: Hybrid work models can lead to communication challenges and a sense of disconnect among teams if not carefully orchestrated.

Solution

We offer a comprehensive approach to developing and implementing effective hybrid work models. Our process begins with an in-depth evaluation of your current work policies, identifying strengths and areas for improvement. We then conduct organizational network analysis and employee surveys to understand work patterns and preferences, and review competitor benchmarks to inform our recommendations.

For those opting for our premium service, we provide full implementation support, including the refinement of details and the creation of a bespoke hybrid workplace dashboard to track productivity and effectiveness.

Our solution is tailored to align with your company’s unique culture and goals, ensuring a seamless transition to a hybrid model that boosts employee satisfaction, productivity, and overall organizational efficiency.

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The result

OPTIMIZED EMPLOYEE PRODUCTIVITY

Employees working in their preferred environments lead to increased focus and higher output.

ENHANCED TALENT ATTRACTION & RETENTION

A flexible hybrid work policy makes your organization more appealing to a diverse talent pool and helps retain current employees.

IMPROVED EMPLOYEE SATISFACTION

Flexibility in work location and hours enhances job satisfaction and overall well-being.

STRENGTHENED COMPANY CULTURE

Thoughtfully designed hybrid work models can maintain and even enhance company culture through strategic engagement and communication initiatives.

REDUCED OPERATIONAL COSTS

A well-implemented hybrid model can lead to significant savings on office space and related expenses.

DATA-DRIVEN DECISION MAKING

With tools like hybrid workplace dashboards, you gain insights into work patterns and productivity, enabling informed decisions and continuous improvement.

What we offer

BASIC PACKAGE

We conduct a thorough evaluation of your current hybrid work model, reviewing what’s working well and identifying areas for improvement. This foundational analysis sets the stage for informed enhancements.

STANDARD PACKAGE

Building on the Basic offering, we add a comprehensive recommendation for a new hybrid work model. This includes organizational network analysis, employee surveys to gauge work preferences, competitor benchmark reviews, and the development of cost-effective scenarios.

PREMIUM PACKAGE

Our most inclusive package encompasses all features of the Standard package and extends to the full implementation of the new model. We refine all details for seamless integration and establish a custom dashboard to effectively track productivity and the effectiveness of the hybrid model.

Hybrid Work

7 897 €

Basic

Evaluation of current model

 

 

13 538 €

STANDARD

Basic Package, plus:
Recommendation for new hybrid work model based on employee preferences and work patterns

 

20 308 €

PREMIUM

All steps from the Standard Package.

Implementation of new model and set up a dashboard for tracking effectiveness and productivity

WHY PEOPLE ANALYTICS

A typical customer journey starts with a consultation to scope the work needed after the project has been completed our clients can continue the partnership with one of the subscriptions.

STARTS FROM 300€ Monthly

Basic

THIS INCLUDES COMPREHENSIVE HR DASHBOARD WITH CORE KPI-S TAILORED FOR YOUR BUSINESS NEEDS.

STARTS FROM 750€ MONTHLY

STANDARD

THIS INCLUDES MORE ADVANCED ANALYTICS SUCH AS PREDICTIVE MODELING AND MULTI-LEVEL DASHBOARDS.

STARTS FROM 1500€ MONTHLY

PREMIUM

THIS INCLUDES THE HIGHEST LEVEL OF ANALYTICS WITH CUSTOMIZABLE REPORTING LAYOUT

DRILL-DOWN OPPORTUNITY AS WELL AS MONTHLY 3 HOURS OF CONSULTING.

ADD-ON SERVICES

ADD-ON SERVICES SUCH AS AD-HOC REPORTING

DATA-VISUALIZATION

DATA CLEANING ARE PRICED BASED ON TIME AND MATERIAL.

WHAT IS THE HYBRID WORKFORCE MODEL?

The hybrid workforce model refers to a work arrangement where employees have the flexibility to work both remotely and in a physical office or workplace. It combines elements of remote work and traditional in-person work, allowing employees to have a blended work environment that suits their needs and the requirements of their roles. 

 

In a hybrid workforce model, employees have the option to work remotely for a portion of their workweek or under specific circumstances, while also spending some time working from a designated office or workspace. This arrangement can vary depending on the organization’s policies and the nature of the work being performed. 

 

The hybrid workforce model has gained popularity due to advancements in technology, changing work preferences, and the experience gained during the COVID-19 pandemic, where remote work became more prevalent. It offers several potential benefits, such as increased flexibility, improved work-life balance, reduced commuting time and costs, and the ability to attract and retain talent from a broader geographical area. 

 

However, managing a hybrid workforce also presents unique challenges. It requires organizations to establish clear communication channels, leverage technology for collaboration and connectivity, and ensure equitable opportunities for both remote and in-person employees. Additionally, effective performance management and maintaining a strong company culture can be more complex in a hybrid workforce environment. 

 

To implement a successful hybrid workforce model, organizations need to establish guidelines, policies, and infrastructure that support a seamless blend of remote and in-person work. This may include providing employees with the necessary technology and tools, establishing communication protocols, setting expectations for availability and collaboration, and fostering a culture that promotes trust, autonomy, and accountability. 

 

The hybrid workforce model offers organizations the flexibility to adapt to changing circumstances, accommodate employee preferences, and potentially increase productivity and employee satisfaction. However, it requires careful planning, effective communication, and ongoing evaluation to ensure that it aligns with the organization’s goals and supports the needs of both the employees and the business. 

COMPETITIVE ADVANTAGE USING THE HYBRID WORKFORCE MODEL

Organizations that adopt the hybrid workforce model can gain a competitive edge over their competitors in several ways:  

 

  1. Access to Global Talent: By embracing the hybrid workforce model, organizations can tap into a global talent pool. They are not limited by geographical boundaries when hiring, allowing them to attract and retain top talent regardless of their location. This gives them a competitive advantage in accessing specialized skills, diverse perspectives, and unique experiences that can drive innovation and creativity within the organization.

 

  1. Enhanced Agility and Flexibility: The hybrid workforce model enables organizations to be more agile and adaptable to changing business needs. They can quickly scale their workforce up or down as required, responding to fluctuations in demand or market conditions. This flexibility allows organizations to seize new opportunities promptly, pivot their strategies, and navigate challenges more effectively than their competitors.

 

  1. Improved Employee Satisfaction and Engagement: Organizations that offer a hybrid workforce model often experience higher levels of employee satisfaction and engagement. The flexibility to work remotely or have a blend of remote and in-person work allows employees to achieve a better work-life balance, reduce commuting time and costs, and have more autonomy over their work. This, in turn, leads to higher employee morale, productivity, and retention rates, giving these organizations an advantage in attracting and retaining top talent.

 

  1. Cost Savings and Efficiency: The hybrid workforce model can contribute to cost savings and increased operational efficiency. By embracing remote work, organizations can reduce real estate costs associated with maintaining large office spaces. They can optimize their resources by having employees work remotely for certain tasks, minimizing idle time and maximizing productivity. Additionally, the hybrid workforce model can reduce costs related to employee turnover, as organizations offering flexible work arrangements often experience higher employee satisfaction and lower attrition rates.

 

  1. Business Continuity and Resilience: In the face of unforeseen events, such as natural disasters or health crises, organizations with a hybrid workforce can quickly shift to remote work arrangements, ensuring minimal disruption to operations. This agility and adaptability give them an advantage over competitors who may struggle to maintain productivity and service delivery during such disruptions.

 

  1. Environmental and Sustainability Benefits: By reducing the need for daily commuting, organizations can contribute to lower carbon emissions and a smaller ecological footprint. This resonates with environmentally conscious customers, clients, and stakeholders, giving organizations a competitive advantage in attracting and retaining environmentally aware partners and customers.

 

  1. Expanded Market Reach: With a hybrid workforce model, organizations can also expand their market reach. They are not restricted by physical office locations and can target customers and clients in different regions or countries. The ability to access diverse markets and customer bases can lead to business growth, increased revenue streams, and a competitive advantage over competitors with limited geographic reach.

ADVANTAGES OF HYBRID WORKFORCE ON EACH LEVEL

Organizations of different sizes and stages, including enterprises, compannies, and startups, can leverage and benefit from the hybrid workforce model in unique ways: 

ENTERPRISES:

Enterprises, with their larger scale and resources, can benefit from the hybrid workforce model in the following ways: 

– Access to Global Talent 

– Operational Flexibility 

– Market Expansion: Enterprises can expand their presence and operations into new markets by hiring talent remotely and establishing local teams to better serve regional customers. 

– Employee Retention: Offering a hybrid work environment can improve employee retention, as it provides flexibility and work-life balance, which are highly valued by employees in larger organizations. 

– Collaboration and Innovation: Enterprises can leverage the hybrid workforce to foster collaboration and innovation by combining the diverse perspectives and expertise of both remote and in-person employees. 

OTHER COMPANIES:

Small and medium-sized businesses can leverage the hybrid workforce model to their advantage in the following ways: 

companies 

– Access to Talent 

– Scalability: companies can scale their workforce more efficiently by combining remote and in-person work, accommodating growth without immediate investments in office space or infrastructure. 

– Operational Continuity: The hybrid workforce model provides companies with the flexibility to maintain operations during unforeseen circumstances, such as office closures or disruptions. 

– Agile Decision-Making: With a hybrid workforce, companies can make faster decisions and respond to market changes promptly, leveraging the diverse skills and perspectives of their remote and in-person teams. 

 

STARTUPS:

Startups can leverage the hybrid workforce model to their advantage, particularly during the early stages of their growth, in the following ways: 

– Talent Acquisition: Startups can access a broader talent pool, including international talent, which may be critical for innovation and specific skill requirements. 

– Cost Efficiency: Startups can reduce costs associated with office space and infrastructure 

– Agility and Adaptability: The hybrid workforce model enables startups to pivot quickly, experiment with different approaches, and adjust their teams as they iterate on their business models. 

– Scalable Growth: Startups can scale their workforce rapidly by combining remote and in-person employees, allowing them to adapt to changing demands and support their growth trajectory. 

– Innovative Culture: The hybrid workforce model can foster an innovative culture within startups by bringing together diverse perspectives and encouraging creativity in a flexible work environment.

 

HOW PEOPLE ANALYTICS CAN HELP WITH PLANNING AND UTILIZING A HYBRID WORKFORCE MODEL?

People analytics can play a valuable role in supporting and optimizing the hybrid workforce model. By leveraging people analytics in the context of the hybrid workforce model, organizations can gain valuable insights into employee performance, collaboration dynamics, engagement levels, productivity, well-being, and overall workforce optimization. These insights enable organizations to make informed decisions, implement targeted interventions, and continuously improve the effectiveness and success of their hybrid workforce strategies. Here’s how people analytics can help organizations with their hybrid workforce: 

 

Performance Monitoring: People analytics can track and analyze performance data of remote and in-person employees. By collecting objective performance metrics and feedback, organizations can assess individual and team productivity, identify areas of improvement, and provide targeted support or resources as needed. 

 

Collaboration and Communication Analysis: It can also measure and analyze collaboration and communication patterns within the hybrid workforce, and help identify effective communication channels, collaboration tools, and best practices for remote and in-person teams to enhance collaboration, knowledge sharing, and teamwork. 

 

Employee Engagement and Satisfaction: By analyzing survey responses, sentiment analysis, and other feedback, organizations can identify factors that impact employee well-being, job satisfaction, and engagement. This information can guide targeted interventions and strategies to enhance employee experience and drive higher engagement levels. 

 

Workforce Planning and Optimization: People analytics can assist in workforce planning for the hybrid model. By analyzing historical and real-time data on work patterns, skills, and resource allocation, organizations can identify skill gaps, predict future talent needs, and make data-driven decisions about hiring, training, and workforce optimization. 

 

Remote Work Productivity: People analytics can help organizations understand factors that influence remote employees’ productivity, such as work hours, work environment, or collaboration tools. This information can guide organizations in creating optimal remote work policies, providing necessary resources, and ensuring productivity and performance standards are met. 

 

Employee Well-being and Burnout Prevention: By analyzing data on work hours, workload distribution, and stress indicators, organizations can identify potential risks, implement proactive measures, and provide targeted support to promote work-life balance and well-being. 

 

Decision-Making Support: People analytics can also provide data-driven insights to support decision-making related to the hybrid workforce. It can help assess the effectiveness of the hybrid model, evaluate the impact of different remote work policies or initiatives, and identify areas for improvement or adjustment in resource allocation, skill development, or performance management. 

WHAT IS MICROSOFT VIVA EXACTLY?

Microsoft Viva is an employee experience platform that provides various tools and features to support learning and development in organizations. Here are some ways in which Microsoft Viva supports learning and development: 

 

Viva Learning: Viva Learning is a centralized platform within Microsoft Teams that brings together learning resources from various sources, both internal and external to the organization. It provides employees with a personalized learning experience, offering access to training courses, e-learning modules, videos, articles, and other learning materials. Employees can discover, share, and track their learning progress directly within the Teams environment. 

 

Integration with Learning Management Systems (LMS): Viva Learning integrates with popular learning management systems, enabling organizations to leverage their existing learning content and infrastructure. This integration allows employees to access and consume learning content seamlessly through the Viva Learning interface. 

 

Skills and career development: Viva Insights, another component of Microsoft Viva, provides insights and recommendations for skills development and career growth. It analyzes data from various sources, such as calendar, email, and Teams interactions, to provide personalized recommendations on courses, training, and learning resources that align with individual career goals. 

 

Knowledge sharing and collaboration: Viva Connections, a part of Microsoft Viva, facilitates knowledge sharing and collaboration within organizations. It provides a customizable employee app home page that can include learning resources, knowledge articles, and other relevant content. This allows employees to discover and share expertise, contribute to knowledge repositories, and engage in continuous learning through collaboration. 

 

Personalized learning experiences: Microsoft Viva leverages artificial intelligence and machine learning capabilities to deliver personalized learning experiences. It can provide targeted learning recommendations based on an employee’s role, interests, and previous learning activities. This helps employees access relevant and timely learning content that supports their professional growth and development. 

By incorporating these features, Microsoft Viva aims to enhance learning and development opportunities for employees, foster a culture of continuous learning, and support organizations in building a skilled and resilient workforce.

BUSINESS RISKS IF HYBRID WORKFORCE PLANNING IS NEGLECTED OR NOT EXECUTED PROPERLY OF HYBRID WORKFORCE ON EACH LEVEL

Businesses that do not adopt the hybrid workforce model or fail to plan and execute it effectively may face several risks and negative consequences: 

 

Inability to Attract and Retain Talent: In today’s competitive job market, employees value flexibility and work-life balance. Organizations that do not offer hybrid work options may struggle to attract and retain top talent who seek the freedom to work remotely. This can lead to a talent shortage and a competitive disadvantage against companies that embrace flexible work arrangements. 

 

Reduced Employee Satisfaction and Engagement: Without the option of a hybrid workforce, employees may experience reduced job satisfaction and engagement. This can result from a lack of flexibility, increased commuting time, or challenges in maintaining work-life balance. Decreased satisfaction and engagement can lead to decreased productivity, increased turnover rates, and negative impacts on the overall work environment. 

 

Limited Access to Global Talent: By requiring employees to work on-site, they restrict their ability to tap into global talent markets. This can hinder innovation, diversity of thought, and the ability to leverage specialized skills that may not be readily available locally. 

 

Higher Operational Costs: With on-site workforce organizations may face higher operational costs. They need to allocate resources for office space, infrastructure, utilities, and other associated expenses. This can strain budgets, especially for smaller businesses and startups with limited resources. 

 

Lack of Business Continuity: Without a hybrid workforce, organizations may face challenges in ensuring business continuity during unexpected events or disruptions. Natural disasters, health crises, or other emergencies can disrupt normal operations, whereas a hybrid workforce allows for greater flexibility and the ability to quickly shift to remote work, ensuring minimal disruption to business activities. 

 

Inflexibility in Scaling Operations: Traditional workforce models that do not incorporate a hybrid approach can hinder an organization’s ability to scale operations efficiently. They may struggle to accommodate growth or sudden changes in demand, resulting in delays, inefficient resource allocation, and missed business opportunities. 

 

Diminished Competitive Advantage: Companies that do not adapt to the changing work landscape and fail to embrace the hybrid workforce model risk losing their competitive edge. Competitors that effectively implement hybrid work arrangements may attract top talent, achieve higher productivity, foster innovation, and respond more quickly to market demands. This can lead to a loss of market share and a decline in the organization’s overall competitiveness.

OBJECTIVES OF HYBRID WORKFORCE PLANNING

As mentioned before, the main objectives of hybrid workforce planning can be summarized as follows. The first objective is to provide employees with flexibility and work-life balance, allowing them to achieve personal and professional harmony. Another key objective is to attract and retain top talent by offering flexible work arrangements that appeal to a broader pool of candidates. Hybrid workforce planning also aims to foster collaboration and teamwork, regardless of physical locations, by implementing effective communication tools and virtual collaboration platforms. Cost efficiency is another objective, achieved through optimizing office space and infrastructure costs. Additionally, hybrid workforce planning ensures business continuity during unexpected events, promotes productivity and performance across remote and in-person work arrangements, and enhances employee engagement and satisfaction. It also focuses on resource optimization, fostering innovation and creativity, and complying with legal and regulatory requirements. By aligning these objectives, organizations can successfully leverage the benefits of a hybrid workforce and drive strategic success. 

ORGANIZATION THAT HAVE THE BEST HYBRID WORKFORCE MODELS WITH EXAMPLES

Several organizations have successfully implemented hybrid workforce models and serve as examples of best practices. Here are a few notable examples: 

 

Microsoft: Microsoft is known for its innovative approach to remote and hybrid work. In 2020, the company introduced the “hybrid workplace strategy,” allowing employees to have greater flexibility in choosing their work location. They have implemented technology solutions like Microsoft Teams and other collaboration tools to enable seamless communication and collaboration between remote and in-person employees. 

 

GitLab: GitLab, a software development platform, has been operating as a fully remote company since its inception. They have developed a robust infrastructure for remote work, including asynchronous communication practices, virtual team-building activities, and a strong culture of transparency. GitLab’s successful hybrid workforce model showcases the effectiveness of remote-first approaches. 

 

Automattic (WordPress.com): Automattic, the parent company of WordPress.com, operates as a fully distributed company with employees working remotely around the world. They prioritize communication and collaboration through various online platforms and tools. Automattic provides its employees with the autonomy and flexibility to work remotely, ensuring a strong work-life balance. 

 

Dropbox: Dropbox offers a hybrid workforce model that combines remote and in-person work options. They have redesigned their physical office spaces to focus more on collaboration areas and team activities, while providing flexibility for employees to work remotely. Dropbox emphasizes the importance of asynchronous communication and trust-building practices to support effective collaboration in a hybrid environment. 

 

These organizations stand out for their successful implementation of hybrid workforce models and their commitment to creating flexible, collaborative, and inclusive work environments. They have demonstrated that hybrid work arrangements can enhance employee productivity, engagement, and work-life balance when supported by effective communication tools, technology infrastructure, and a strong organizational culture.