Within an abnormal order shaped by new norms, the pandemic period reorganized both our professional and social lives. Among the many new concepts that entered our lives, the hybrid working model—quickly becoming indispensable—emerged as one of the most important components of this new abnormal.

As of March 11, small and large companies that either already had remote working systems in place or were able to adapt quickly closed their offices and sent employees home. Let’s admit it—especially during the winter months, we felt better not having to get ready early in the morning, leave home in the dark, return without seeing daylight, or spend hours in traffic. What we initially planned as a one- or two-month process is now approaching its first anniversary. We have lived through a year in which we could not leave our homes, meet colleagues face to face, or attend long desk-bound meetings that consumed most of our working hours. In this period, expected to keep us away from our usual behaviors for a while longer, research has revealed both the advantages and disadvantages of the hybrid working model.

Studies show that Turkey adapted to remote working faster than many other countries. According to the Work Reworked study conducted in 20 countries by Microsoft in collaboration with Boston Consulting Group, KRC Research, and the Wharton School, 94 percent of Turkish executives state that remote working will continue even after the pandemic. However, another study conducted by Ipsos indicates that only one-third of employees say their jobs are suitable for working from home. The same research also reveals that employees are working longer hours than they did in the office and are experiencing psychological strain.

Although companies in the new abnormal order are trying different ways to increase employee productivity, staying at home and the blurring of boundaries between private and professional life have led to negative effects, particularly in jobs that require creativity.

What should companies and employees do to maintain high motivation?

During the pandemic period, when our habits and behaviors have changed, employers bear significant responsibility to ensure that employees can work more efficiently. Companies that extend or make the hybrid working model permanent must provide the necessary technological infrastructure and continue to offer employees the rights and opportunities they had in the office within the new working arrangement. The mindset of being constantly reachable should be avoided, and employees’ private lives should be respected. This approach will increase both motivation and the sense of commitment between employee and company.

Employees, on the other hand, should maintain an office-like routine at home as much as possible and establish healthy communication with colleagues. In a pandemic period where social life has nearly come to a standstill, time outside of work should be used productively, allowing space for mental rest and recovery.

Sources:
https://digitalage.com.tr/is-dunyasi-esnek-calisma-modelini-sevdi-arastirma/
https://www.ipsos.com/tr-tr/calisanlarin-sadece-ucte-birinin-isi-evden-calismaya-uygun

Author: Esra Can Sinav