The hybrid workplace is a hot topic today. Combining the two models of remote and onsite work, the concept of “new normal” is getting a reboot today with a hybrid workplace.
Hybrid work structures are an effort to build a best-of-both-worlds operational model. Just as there are advantages of working from home, there’s an upside for teams to regularly collaborate in person. Hybrid work models, then, strive to attain the positives of both paradigms.
Bonus Read: What is a Hybrid Workplace?
Hybrid approaches to work are intrinsically more flexible when compared to the more rigid models requiring employees to work predominantly from a singular location. Flip the coin, and the same holds true: dispersed teams that are entirely remote. A hybrid workplace enables teams and organizations to decide how, when, and where to work from.
Here are 21 hybrid workplace stats that organizations must know in 2022.
How Many In The Favor Of a Hybrid Workplace?
Recommended Reading: 5 Reasons Why a Hybrid Workplace is Here to Stay
What Do The Employers Think About a Hybrid Workplace?
What is The Primary Hybrid Workplace Concern?
Source: PwC, Deloitte
What Would Workers Give up for Hybrid Work Flexibility?
Also Read: Can a Hybrid Workplace Help Retain Employees?
What’s Happening in the Hybrid Workplace Setups Right Now?
Conclusion
Taken together, these statistics illustrate employers and employees worldwide are no longer bound to traditional notions of work. Instead, long-held assumptions are shifting as companies are preparing for new normal of work and embracing flexibility. The uncertainty and physical distance induced by the pandemic have made companies rethink and reconfigure the elements of work that were once necessary, such as the office space or face time.
As organizations prepare for what comes next, companies must thoroughly look at how and where work gets done, enabling new hybrid models. Hence, while it remains to be seen exactly how the hybrid workplace experiment will pan out, the shift is happening, and it’s happening now.
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