Understanding the impact that Hybrid working has on their employees lives, will help them form a better work mode strategy to keep their employees happier, get the best out of their employees and retain them for long term.

We surveyed to about 100 people at various level to understand the impact of hybrid working and the future of work in India.

Let me share few actual experiences with you (Names changed):

1. Rajesh is a management consultant. After 2020, his firm has allowed working from home – completely remote. He and his family are very happy and enjoying the fruits. “My life has totally changed after covid – before covied i used to travel 3 hours a day and 8-10 hours of working – this used to leave very less time & energy for my family. There used to be always stress in relationships and a guilt in my mind. Now, I spend more effective time on work, more quality time with family, and more time on my mental and physical health. Recently we shifted our base to our home town and as a result my social life has also become very enriching. Me, my family and my boss – all are very happy with this situation, I want to continue this forever.”
2. Vikas is a software developer working with a company in Bangalore. he got married to his classmate, Sima in 2021 who is also a software developer and is working in hyderabad. Listen to Sima: “My life is amazing because of our hybrid work model – we both are living with each other in a small town and travel to our offices twice in a month – there are no frictions in our married life. In fact we love each other more now. I wish this continues forever. Also our boss is also very happy as we have become more productive.”
3. Sanjay is an IITian – Tech head (Vikas’s boss) – lets listen to his experience. “Well it has been difficult for me since I had to learn the new ways of managing people and getting the best performances. Initially there were trust issues but within few months i learnt how this will work. Now my team is happier and more productive – also they are available physically whenever i need them – this hybrid model is a sureshot win win”
4. Lets listen to Reshma a CHRO in a consumer company – “for me it is a mix experience. I have blue collar and few jobs that cannot be converted into remote at all, but during covid we had to shift most of the office work to remote. After covid the remote working employees did not want to come back to office daily. We identified roles that can be converted into full remote, hybrid and in-office – and implemented the same. We now see more happy faces – more productivity – and low cost. I will anyday vote for a hybrid work model”
5. Nilesh is an entrepreneur running a international online jewellery business. “My business is growing very fast. We are doubling our sales every 2-3 months. I need more people and you know how difficult it is to get ecommerce, IT and digital marketing people now-a-days. Each one of them is carrying 3-4 offers. Then i changed my strategy – i started offering remote and hybrid working – and the magic happened. I started getting good people interested in working for my company even at no salary jump (whereas previously they were asking for 30-40% jump). Hybrid working has worked to my competitive advantage”
6. Bothra is a CHRO at a large manufacturing house. “Covid was a very difficult time for us and remote working is not an option for us. The max we can do is shift about 8-10% of our people to remote/hybrid. But work life balance is very important for people now and they are leaving good jobs because of this. So we added flexibility in our strategy – we are now giving more leaves, one day a week for work from home (we already had 5 day week), few extra holidays so we can give long vacations to our people and other such initiatives. Result? our attrition rate has decreased drastically. We have very good feedback from our employees.”
7. Ahna a 8 year old kid says “I am so happy my mom & dad spend so much time with me, play with me and help me in my studies. I don’t want them to go back to office daily.”

42% CXO’s and entrepreneurs have adopted hybrid business model.

67% employees want hybrid working and are ready to change jobs for the same.

So – What is the future of work?

Hybrid work is a flexible work model that supports a blend of in-office, remote, and on-the-go workers. It offers employees the autonomy to choose to work wherever and however they are most productive.

Hybrid model is here to stay and more and more employees will choose employers who are flexible and open for a hybrid work model.

It is likely that the hybrid work model, which combines remote and in-person work, will become more prevalent in the future. This is because the COVID-19 pandemic has accelerated the shift towards remote work, and many companies have found that a hybrid model can provide a balance between the benefits of remote work, such as increased flexibility and productivity, and the benefits of in-person work, such as better collaboration and communication. Additionally, many employees have also found that a hybrid model suits their needs, as they are able to better balance their work and personal lives. However, the specifics of how the hybrid model will be implemented may vary depending on the company and the industry.

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Developing a human resources (HR) strategy that satisfies the needs and preferences of all generations can be a challenging task.

To satisfy and to attract the talent from various generations at workplace, you need to incorporate few nuances into your talent acquisition strategy.

Baby Boomers

• These are the oldest generation in the workforce and are eligible for retirement
• They tend to have a strong work ethic and have valuable experience upon which they can draw
• Some are cutting down on their hours or pursuing passion work in these later years of their life

Generation X

• This is the first generation that did not achieve the financial success of their parents.
• They have an entrepreneurial spirit and a resiliency, which likely came from living through harrowing events like 9/11, the Great Recession, the pandemic, and various wars.
• They are digitally capable and can often serve as a bridge between Baby Boomers and Millennials.

Millennials

• Value work-life balance and value benefits that can help them maintain financial security
• Don’t want to define themselves by their work the way Boomers did
• Remote work fits in well with their lifestyle because of the convenience it affords
• Want to find the meaning in their work

Generation Z

• These workers are facing struggles because their careers are starting amid the pandemic and a time of great change in the workplace.
• They want to find jobs that give them a higher purpose and are looking for customized learning experiences and employers who show empathy and care about their individual career progression
• Gen Z expects their bosses to support causes, like diversity, equity, and inclusion, which move them

However, there are some general principles that you can follow to create a HR strategy that is inclusive and effective for employees of all ages:

1. Conduct a needs assessment: Determine the needs and preferences of each generation by gathering feedback from employees and analyzing data on employee demographics, engagement, and retention.

2. Offer a range of benefits and perks: Offer a range of benefits and perks that appeal to different generations, such as flexible work schedules, telecommuting options, professional development opportunities, and health and wellness programs.

3. Foster a culture of inclusivity: Create a culture that values diversity and inclusivity, and promotes respect and understanding among employees of all ages.

4. Encourage open communication: Encourage open communication and transparency, and make sure that all employees have the opportunity to share their ideas and concerns.

5. Provide opportunities for growth and development: Offer opportunities for employees to grow and develop their skills, including training and mentorship programs.

6. Promote work-life balance: Encourage a healthy work-life balance, and provide support for employees who need to manage caregiving responsibilities or other personal commitments.

By following these principles, you can create a HR strategy that meets the needs of all generations and helps to build a strong and inclusive workforce. However, HR leaders must be careful not to generalize too much