Hybrid Working In The Post-Pandemic. Why?
Hybrid Working In The Post-Pandemic. Why?
Studies show that the work in the post-pandemic will be hybrid, connected and will have as great challenges the approval of specific legislation, the maintenance of productivity, the integration between leaders and teams and the strengthening of the business culture.
According to IBGE, with the adoption of the home office during the pandemic, as early as May 2020, 44% of companies had defined their work policies. In November 2020, 7.3 million Brazilians – or 9.1% of workers – worked remotely, in an almost immediate adaptation to the isolation restrictions imposed by covid-19. Among professionals with complete higher education level, this index reached 28.7%.
The pandemic determined new coexistence rules and new work models that were adopted simultaneously with learning a new reality. After a year of crisis, however, despite the advantages and disadvantages of the home-office, the adoption of a hybrid and flexible format was already being considered as something favorable to productivity and economy. This hybrid format, which alternates periods of in-person work and home office – or another place with connectivity – was appointed by all respondents by MIT Technology Review Brazil as the most suitable to preserve the coexistence among colleagues in the corporate world, seen as essential by all the age groups.
For companies, not everything is defined because, although the home office was initially an economical option, it is not known what the legal and legal determinations will be about their responsibilities regarding the supply of equipment and connectivity for employees, a situation today circumvented by different modes by companies, with costs not always borne by them. If the trend is confirmed, Brazil will have to pass specific legislation to safeguard labor rights, guarantee stability to professionals, as well as define the rights and obligations of the parties.
It is true that the home office saves workers more time and costs with mobility, greater flexibility of time, but also some difficulty with the lack of coexistence, forced isolation, the feeling of not being part of an organization, issues those that the adoption of a hybrid format certainly alleviates. But beyond the countless questions that any change generates, the vast majority still ask themselves: why? Why not go back to what existed before if the home office emerged as an emergency resource and not exactly as a result of a search? One of the most immediate responses is that the pandemic has shown to be possible work remotely with good productivity. If some obstacles arose, they were not enough to discard the home office, but rather to seek a balance between models, especially for the sectors that best adapt to technological resources.
Circumstances and men change. The expectations of the post-pandemic world are different. Thus, companies adapt their cultures, create new models, in a movement that has been called “News Ways of Working" (NWoW) aiming to benefit employees and employers, prioritizing more freedom of choice, less rigidity. Is this the way to achieve the productivity you have been dreaming of? Would flexibility be an effective resource for retaining talent, for generating new careers? Definite answers have not yet arrived. Everything from the pandemic is trial, trial, but not necessarily error. There is always the possibility that experiences will draw new shortcuts and produce positive changes. Changes that involve leaders, managers and employees in equal measure so that the result is favorable for everyone.
https://noticias.r7.com/economia/trabalho-no-pos-pandemia-sera-hibrido-flexivel-e-conectado-09052021
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