Hybrid job transformation made clear

The first lockdown has delivered proof that many jobs can be made remote in a matter of days, if not hours. But the fact that it is possible does not mean that it is made in a good or wise way. Making a job hybrid requires a bit more than just relocating home – and this guide provides more details on the matter, including how to transform to hybrid work and understanding hybrid job meaning.

According to data gathered by data scientists from Ladder, up to 25% of all professional jobs in North America will be remote by the end of 2022. The remote work opportunities increased from under 4% of the highest-paying jobs before the pandemic to more than 15% by the end of 2021. After the lockdowns, employers have seen the benefits of hiring talented staff from all around the world, or at least from the whole country, not just one city or neighborhood. Many organizations started to recognize the benefits of hybrid work and moved toward implementing hybrid work frameworks.

The shift toward remote work is also seen in the behavior of the employees. According to the research done by Owl Labs, 48% of employees who were working remotely during the pandemic would start looking for another job. One in three of them would quit from the work immediately if not provided with the remote work possibility. This increasing demand contributed to the rise of hybrid work from home and hybrid work environment solutions.

Finding a decent remote work can get easy, with 16% of all companies in the world being 100% remote.

This situation encouraged the employers to provide their employees with hybrid work frameworks and to make their jobs hybrid. Yet not all jobs can be hybridized. While the lockdown proved multiple jobs possible to be done remotely, the overly enthusiastic approach is unadvised. As many companies introduce the hybrid office, it’s important to approach the shift with strategy.

Hybrid jobs definition

First and foremost – what is ‘hybrid job’ meaning? Basically, it is the job that can be done in the office or from any other location – depending on the employee’s will and possibilities provided by the employer. This is the core of hybrid work meaning, which reflects flexibility and autonomy in the modern workplace.

There are three basic models of working in a hybrid way:

• Remote first – where the employer does not require the employee to visit the office, yet the possibility remains,
• Office first – in this model it is possible to work from home, yet working from the office is strongly recommended and employees are encouraged to do so,
• Balanced – in this model, there are no preferences regarding the place one works from.

These are just a few hybrid work model examples, which can vary depending on company culture and industry. More details regarding the hybrid work models and the way it can be done properly can be found in our guide to hybrid work. Businesses implementing such strategies often look for tailored hybrid work solutions to support a distributed hybrid workforce.

Challenges to consider when making the job hybrid

It is common to think that the majority of office jobs can be transformed into either hybrid or remote positions, but that’s not always true. The company needs to carefully consider the factors that influence the job done in a particular position and the impact of external conditions on the employee. After all, hybrid work isn’t just a switch—it’s a new work model that requires thought, planning, and adaptation.

Tools

An obvious one – or at least semi-obvious. While it is true that it is impossible to work remotely in a warehouse or as a welder, white-collar jobs can also be challenging to hybridize. For example, some hybrid roles require instant access to multiple sources of information. This applies to traders, who need to observe multiple indicators at the same time.

While it is possible many times, some traders use large screens in their job, so going home and using their smaller displays may reduce the effectiveness of their work. The right tools become essential for maintaining productivity in such cases.

It is common for IT professionals to work from home without a problem. But on the other hand, it can depend on the level of seniority – for mentors and mentees it can be more efficient to work in the office to have direct and swift communication with each other. A successful hybrid work setup must allow for flexibility to work in both settings and address employee productivity concerns.

Security

Security during remote work is an interesting and challenging topic for various reasons. Depending on the type of data that is processed or the work that is done, it can be wiser to restrict the ability to work from home.

One of the key challenges is to ensure the security of the company infrastructure, including the situation when the employee is connecting with the network using their internet service provider. Using the VPN can be the answer – sporadically. But this requires both awareness and the expertise of the tech team to make sure the hybrid work plan does not expose vulnerabilities.

Companies tackle this challenge by requiring remote employees to attend cybersecurity training. In 32% of companies surveyed by findstack.com the training is done twice a year, 25% do it once a year and 23% do it even more often. This is part of a broader work policy that supports both remote and in-office safety standards in a hybrid environment.

The interpersonal relations

Finally, maintaining the relations in the distributed team can be a challenge itself. There is no easy way to build a hybrid team, and occasionally, it is necessary to meet in person. It’s one of the reasons many businesses schedule check-ins or arrange time in a conference room to support culture and hybrid integration.

Moreover, the little chit-chat near the coffee machine can be a great way to support work culture and team bonding, even if it is forced by an obligatory day in the office. According to the Teamsgate.io, 75% of staff say teamwork is crucial to company success, and 33% of employees believe that fostering a collaborative culture leads to increased loyalty.

This is where a thoughtful transition to a hybrid model can really shine. Companies that aim to attract and retain talent must build a model that fits the needs of both employees and the organization. Work isn’t just a place anymore—it’s a dynamic blend of in-office and remote collaboration, and hybrid work options are a key part of the future of work.

How to build and test the hybrid job approach

If the challenges mentioned above are tackled, the company can decide to reshape the position into the hybrid or fully remote one. This requires a bit of strategy-level thinking and a well-defined hybrid workplace strategy, tailored to specific teams, tools, and goals within the organization.

Find good indicators

To successfully implement the remote work model, the company needs to reshape the way the performance is measured. With the bit antiquated approach of paying for the attendance and “sitting in the office,” the remote and hybrid work transformation is doomed. Understanding what is hybrid work and redefining how success is evaluated is key. Thus, applying a more project- and performance-oriented way of working, with transparent goals and key performance indicators (KPIs), is the foundation of embracing the new hybrid workplace.

By that, the company needs auxiliary technologies that support collaboration and accountability. One such example is the time clock. Remote team members can be monitored by using a time clock that records their hours and sends them notifications when they are at risk of exceeding their allowed hours for the day. Calamari comes as a perfect attendance tracking tool to pick.

Another example is the project management software that is a part of the rest of the working ecosystem. Depending on the personal and corporate preferences, Basecamp, Jira or Asana can be great picks. These tools help teams to collaborate effectively across different locations and workspace settings.

Set up test periods

It is impossible to deliver a perfect system without trial and error. There are many pieces of advice on our blog regarding the hybrid work. Yet, every company is different and may require slight adjustment in the working models and policies to better align with current work trends.

That’s why, apart from setting up the KPIs and goals for a particular team, the hybrid job transformation needs to be supported by KPIs set for the whole process. This may include:

• Employee satisfaction – measured using surveys,
• Manager satisfaction – measured using surveys,
• Productivity – measured with delivery vs. time manner,
• ROI – savings on utilities vs. costs of new tools in contrast with the rising (or not) productivity).

Serve as a paragon of hybrid virtues

Finally, when implementing the hybrid work approach, the company needs to find ambassadors of the new way of doing business. Embracing the hybrid workplace model means more than allowing employees to be remote—it requires a cultural shift in how we view office space, workspace flexibility, and team dynamics.

Senior and mid-level managers are natural ambassadors of the new order, with their influence on the rest of the team. If the manager never works in a hybrid way and is always present at the office, not a single person from the team will dare to work from home. Encouraging leaders to split time between office space and remote work sets a healthy example.

The same goes for team members, who can set an example and start exploring the new way of working. When empowered to switch between in-person meetings and remote collaboration, they help solidify a balanced and resilient hybrid workplace culture.

Summary

Not every job can be transformed to be hybrid or remote. Spotting the obstacles early and mitigating the risks by running test periods can be the best way to seamlessly transform the company into the hybrid mode.

If you wish to talk more about the ways the jobs in your company can be transformed into the hybrid and remote positions, don’t hesitate to contact us now!

FAQ: Hybrid Work and Transition Planning

1. What is hybrid work, and how does it differ from traditional office work?

Hybrid work blends remote and in-office flexibility, allowing employees to choose where they work best. It helps move away from rigid traditional office work toward a more dynamic setup that improves the employee experience.

2. What are the benefits of a hybrid work model?

The benefits of a hybrid work model include better work-life balance, increased flexibility, and happier teams. It also allows businesses to adapt faster and attract top talent.

3. How can companies make the transition to a hybrid work model successful?

To successfully make the transition, it's essential to define a clear transition plan and communicate it transparently. Ensuring the right tech and work arrangements will make it easier for everyone involved.

4. Why is flexible work important in the future of hybrid work?

Flexible work supports different schedules, productivity, and overall satisfaction. It’s a cornerstone of the future of hybrid workplaces.

5. How should employers approach remote work versus in-person expectations?

Balancing in-person and remote responsibilities means being intentional with collaboration and presence. Schedule regular check-ins and let teams choose what will work for your team.

6. What role does company culture play in hybrid work transformation?

A strong company culture helps reduce resistance from employees and increases engagement. Leaders must support working in a hybrid environment to ensure the model works.

7. How can we maintain team cohesion across in-office and remote employees?

Focusing on shared goals and easy for team members workflows helps unify in-office and remote employees. Leaders should schedule regular team interactions to keep connection alive.

8. Is hybrid work here to stay?

Yes — all trends indicate that work is here to stay in hybrid form. It's about finding the best way to ensure work gets done efficiently and fairly.

9. How can managers support remote workers during hybrid transformation?

Use clear KPIs, listen to employee feedback, and adapt work arrangements as needed. This makes the transition smoother and helps retain remote workers long-term.

10. What’s the best way to implement a hybrid work plan?

Start with a clear hybrid work plan and provide tools that make it easy for employees to succeed. Align this with your transition to a hybrid approach and build for the long term.

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