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How hybrid working is rewriting the rule book

Oct 31, 2022 | Careers Advice, Employment, Market Insights

The Hybrid Work Model and Your Workplace

While for most people, the hybrid work model seems like an entirely new concept, it’s actually not.

In fact, during the early 1990s, some companies already began adopting hybrid and remote work arrangements primarily as a way for parents to continue working while also being able to care for their kids and manage their household.

Of course, the popularity of the hybrid model exploded during the height of the COVID-19 pandemic. That was a period in the very recent past when companies were forced to continue operating from home — or mostly outside of their business premises — because of pandemic restrictions and lockdowns.

Companies made arrangements to help their employees continue working from home so business operations could go on as usual — or as near-to-the-usual as possible.

Now that the world is out of the shadow of COVID, people have come to realise the benefits of remote work. This is why more employees have expressed a desire to continue working from home or at least adhere to a hybrid work model that would allow them to work away from their office or workplace part of the time.

Benefits of hybrid work arrangements

While hybrid working can take different forms, there are recognised benefits of this type of work arrangement for employees and employers.

For employees, hybrid work offers several benefits, including:

  • Empowering employees by giving them greater flexibility and control over the work they do and where they do it.
  • Preventing typical problems associated with full-time on-site work (e.g., stress, physical exhaustion) and completely remote setups (e.g., feeling disconnected from the team, minimal in-person interactions) from arising or remaining unresolved.
  • Helping employees achieve a better work-life balance and experience happiness.
  • Greatly reducing stress and time wasted on commuting to and from work.
  • Higher levels of employee satisfaction ­and better engagement.

For employers, hybrid working is also advantageous in the following ways:

  • Having a happy, focused and committed workforce leads to better productivity.
  • Lower operational costs, i.e., fewer employees in your business premises reduces the need to rent costly commercial space and lowers utility bills and other associated expenses.
  • Setting delivery timeframes and achieving results become your sole focus, so performance becomes easier to measure.
  • Reduction in staff turnover because of higher job satisfaction.
  • Easier and faster adoption of new technologies as employees become more tech-savvy with a hybrid work setup.

Today, traditional approaches to determining and addressing employee needs are not only less effective, but are also losing relevance.

Hybrid and remote work are fast becoming ‘the norm’. Employees feel empowered to consider where and how they are most productive, and no longer see themselves being tied to one work in one location to build a career.

Therefore, employers are now responsible for making their company more attractive by giving employees the freedom to work where they are most productive. The ability to support hybrid and remote operations successfully with the right tools and technology is now indispensable for business resilience and innovation.


Who are we and what do we do?

Tecside are the partner of choice for Contract Staffing and Recruitment Services within the Oil, Gas & Energy, Mining & Resources, Rail & Infrastructure, Power & Renewables, Maritime & Defence, Industrial & Construction and Manufacturing industries. Our Client Portfolio is diverse, and we hold strong partnerships with many organisations of varying sizes globally. At our core we are driven by the four DNA pillars of safety, communication, accountability, and transparency.

As a proud RAP endorsed organisation, Tecside are committed to achieving a diverse & inclusive workforce and strongly encourages applications from Aboriginal and Torres Strait Islanders and people from culturally diverse backgrounds. More on our Reflect Reconciliation Action Plan at