What is hybrid work?
Hybrid work has become a regular part of working life in Singapore, changing how teams collaborate, connect and get things done. In this article, we’ll break down what hybrid work is, how it works and what this all means for the future of work.
What does hybrid work mean?
Hybrid work is a way of working that mixes time in the office with time working from home or elsewhere. It’s not fully remote, and it’s not fully in-person at the office; it’s a bit of both. For many workplaces, hybrid work means employees may come into the office a few days a week and work the rest from home. Others might only come in for meetings or special events.
What is the difference between a hybrid and a remote job?
Hybrid and remote jobs may seem similar, but they have key differences. The main difference between the two lies in the structure and location of the work. Remote work is fully outside the office, allowing employees to work from anywhere. There are no office days; everything is done remotely.
Hybrid work, on the other hand, requires employees to work both remotely and in person. This means there are specific days when employees are expected to be in the office, often for team meetings.
What is a hybrid work model?
A hybrid work model is the approach a workplace uses to combine in-person and remote work. It outlines how often employees are expected in the office and how the team collaborates and stays connected across different locations.
The model a company uses depends on several factors, including the nature of the work, the team’s preferences and the overall goals of the organisation. Some teams might only need occasional in-office meetings, while others may require regular collaboration that works best when employees are in the office.
What are the types of hybrid work models?
Hybrid work models vary based on what works best for each organisation. One option is the fixed-schedule hybrid, where employees work in the office on specific days (e.g., three days a week) and remotely on others. This model provides structure and helps with team schedules, such as the 60-40 split adopted by some firms.
The flexible hybrid model allows employees to choose when they come into the office, with some expectations around attending key meetings. It works well for companies with trust-based cultures, where employees can work independently.
The location-based or activity-based hybrid model requires certain roles, like customer-facing positions, to be in the office, while other roles, like developers, can work remotely. This model suits organisations with a mix of job types and varying needs for in-office presence, often incorporating activity-based workspaces for different tasks.
Each model has its pros and cons. The fixed-schedule model offers predictability, while the flexible one provides more work-life balance.
What factors drive a hybrid work model?
Several factors have contributed to the rise of hybrid work. Technology is a major contributor, with tools for video conferencing and cloud-based collaboration enabling employees to stay connected and work from anywhere.
Employee expectations have also shifted. After experiencing remote work during the COVID-19 pandemic, many employees now value flexibility and want more control over when and where they work. The pandemic played a key role in the shift to hybrid work, forcing businesses to adopt remote models. Since then, many have seen the benefits of flexibility and opted to continue offering hybrid arrangements.
Additionally, hybrid work models provide cost savings for both companies and employees. Businesses reduce overhead costs like rent and utilities, while employees save time and money on commuting, improving their work-life balance. Organisational culture and leadership also play a key role. Companies with forward-thinking leaders are more likely to adopt hybrid work, recognising the value of giving employees the autonomy to work where they’re most productive.
In Singapore, the Tripartite Guidelines on Flexible Work Arrangement Requests, effective from December 2024, have further encouraged hybrid models by requiring employers to consider formal requests for flexible arrangements. High adoption rates, with 68-78% of workers offered hybrid options, are driven by a tight labour market, generational preferences (e.g., Gen Z favouring flexibility), and economic factors like high real estate costs.
What are the benefits of hybrid work?
For employees, hybrid work offers significant flexibility. People can choose where they work based on what helps them get the most done, whether at home, in a coffee shop or in the office. This flexibility allows for a better work-life balance, as employees can schedule their work around personal commitments, such as family time or avoiding peak commute hours.
For employers, hybrid work can lead to higher productivity, better talent attraction and retention, and cost savings on office space by up to 55%. In Singapore, it supports a competitive edge in a tight labour market, reduces turnover, and aligns with government encouragement for flexible arrangements.
What are the challenges of hybrid work?
While hybrid work has many benefits, it also presents challenges. For one, there can be communication and collaboration issues. When employees are working in different locations, it’s easy for messages to get lost or misinterpreted. Teams need clear communication channels and regular check-ins to avoid misunderstandings.
Maintaining company culture can also be difficult when team members are not physically together every day. Without regular face-to-face interactions, it can be harder to build strong relationships and a sense of camaraderie. Additionally, new employees or those who work remotely full-time might struggle to feel included or connected to the team.
Another challenge is ensuring fairness and visibility. Employees who come into the office more regularly may be more visible to leadership, which could affect career progression or opportunities for promotions. It’s important for organisations to ensure remote workers aren’t overlooked or left out.
Managing performance in a hybrid environment can be tricky. With employees working remotely, it can be harder for managers to track productivity and engagement. This requires a shift from focusing on time spent at a desk to measuring results and outcomes.
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