Hybrid working and talent attraction
After summer vacation and the progressive return to a certain postpandemic normality, the last quarter of 2021 is resulting a tipping point in the consolidation of which called is had “hybrid work”.
The uprising of the strictest constraints has obliged to companies to take a decision on the need of the presencialidad or not of its employees.
The technological multinational Cisco has launched recently the first Hybrid Work Index (HWI, according to its initials in English), whose results help to anticipate the future of this model, based mostly in the use of mobile devices and the artificial intelligence.
Its main conclusions link the hybrid work with the health and the personal well-being. For example, points out openly that “workers want to have power of decision and a hybrid workplace increases the faithfulness of employees”. Another relevant profit is the access a greater variety from talents that allows the connectivity: the people can to work for any company of the world and companies can apply for the best talents without importing its location.
Study data also reflect that workers “expect great flexibility, accessibility and security, in order to be able to contribute the best of themselves”. Precisely, the so-called ones “hybrid workers” or “digital nomads” they take the working online to a new level banishing, among others, the idea of that the work in remote owes carry out necessarily nearly the usual workplace. In fact, can be carried out in other cities or even countries, having great freedom to travel and reconcile with the personal life. They would be able to define as versatile employees, with skills of learning and constant conversion, and ready to adapt to changes in this society in constant evolution.
All of this supposes to separate the concepts of time and space that knew until now to bet for a great flexibility, collaboration and innovation. As it points out the study of Ciso, this model also supposes a good way of attracting and withholding the talent: many workers consider very attractive the opportunity of alternating sessions in remote (allow making good use of better the time and to reconcile) with the sessions in person (feeling of community, exchange of ideas, interaction with partners to promote the creativity, etc.).
Undoubtedly, the evolution of the model of hybrid work is presented as one of the trends more interesting of the short-term labour world and, at the same time, as an acid test on the real adjustment skills and flexibility of the companies.
Source: El País, HR press; the observatory of the work, observatory human resources (ORH); equipos&talento, Cisco (I Hybrid Work Index).