What is the distinction between hybrid and remote work models?
If you’re looking for a remote job, you’ve come across advertisements that use these two similar but very distinct descriptions.
So, what do they imply? And, more importantly, does this distinction even matter?
Both approaches technically allow employees to work from home (WFH). However, there are subtle distinctions regarding timetables, deadlines, coworker interactions, and even promotions.
As a result, we’ll go over hybrid vs. remote work styles in this tutorial.
You’ll be able to select which model is best for you once you understand all of the ins and outs. Then you may filter down your remote job search to identify organizations that meet all of your requirements.
So, before we go into the advantages and negatives, let’s start with a simple definition of each work style.
What You Should Know About Hybrid vs. Remote Work Styles
The primary distinction between hybrid and remote work models is as follows:
Some employees in a hybrid company work remotely, while others work on-site at the office.
Employees do not have the option of working from home on certain days and working in the office on others, as outlined in our guide on a Hybrid WFH Work Model.
Instead, the employer selects which workers can work remotely and which must remain on-site. Employees in sales or IT, for example, maybe permitted to work from home. Those in marketing and customer service, on the other hand, may still need to commute to work.
A small company solely employs people who work from home.
All employees adopt a work-from-home approach in which they work remotely rather than at a centralized main office or headquarters. Employees from all over the world who collaborate across time zones are typical in a small remote organization.
So the question is whether it is better to work for a hybrid organization or an utterly remote one?
What It’s Like to Work for a Hybrid WFH Company
Assume you wish to work at a hybrid WFH company, small remote, and your position allows you to work remotely. You’ll get all of the benefits of remote work, but you’ll also have to:
Be prepared for changes in team dynamics. When certain team members work in the office, they are automatically separated from those who work remotely.
People who see each other daily make stronger relationships and develop camaraderie faster simply because they are physically together for several hours a day, five days a week.
Your employees may exchange inside jokes, go to happy hours with you, or hear things before you do.
When you work remotely, you may feel as if you are outside the loop or on the outside looking in. Aside from feeling isolated, this might also elicit thoughts of FOMO (i.e., the fear of missing out).
You may feel pressed to stay connected via Slack or email 24 hours a day, seven days a week just to participate in the conversation and stay in the loop.
Work a comparable but less flexible schedule. Working at a hybrid company will almost certainly need you to work the same, if not identical, hours as your in-house peers.
You may be expected to “show up” to work remotely at the same time your coworker’s clock in, resulting in a schedule overlap. You may be required to be available during these designated times for video conferencing, brainstorming meetings, and so on, with little warning.
Even if you operate remotely and off-site, you may find that deadlines only fall within specific working hours.
Keep synchronous communication to a minimum. Many hybrid businesses still favor synchronous communication, which demands you to respond to messages immediately and at any time during the day.
Typically, this ensures that work is completed during office hours. However, being “on-call” in this manner may disrupt your deep work time.
Work is harder if you want to be considered for a promotion. When it comes to advancing your career, a hybrid work paradigm may provide a problem.
Because remote workers aren’t as frequently “seen” as on-site employees, you may struggle to get noticed for a promotion or earn recognition from your team leaders and employers.
You may notice that in-house staff are getting more “face time” with your bosses simply because they are present. And if an opportunity arises, they may seize it before you ever know about it.
So, let us now compare life as an employee at an utterly remote organization.
What It’s Like to Work for a Remote Company
When every employee works remotely, you can expect the following:
More flexible schedules. While there may be some overlap in work hours, remote employees often have the opportunity to choose their work-from-home plan.
Employees can work in the mornings, split shifts, or at night as long as they achieve their deadlines. This also means that employees working across time zones can keep their native work hours and holidays.
Asynchronous communication is used throughout. For distant teams, an asynchronous style of communication reigns supreme over expecting immediate responses.
Employees use this to send messages to one another, although they are not obliged to respond immediately. Team members must include more detail in their notes so that their teammates may get started on the request without extra back-and-forth.
This means you can work uninterrupted during your optimal productivity zone. And if you need a break, you can check your messages and respond when you have more time and information to share.
As a result, teams waste less time and become more productive, which is a significant gain.
Watercooler conversation. When all workers work remotely, you avoid the FOMO that can accompany hybrid work.
Conversations with remote team members are moved to the virtual watercooler, often conducted through messaging applications such as Slack, Skype, or G-Chat. They are visible to everyone in the workplace and contribute to the development of camaraderie despite physical distance and time disparities.
Leaders go above and above to foster this collaborative rapport through remote team-building activities.
Equal chances for advancement. With everyone on the same playing field (i.e., working remotely), you should have the same opportunity for advancement as your peers at a 100% remote organization.
You will not be competing with in-house team members who are physically closer to managers and more visible. Just keep doing your best, let your bosses know you want to take on more responsibilities, and show them you can do it.
Now that you’ve covered the fundamentals, you must decide:
What Is the Benefit of a Hybrid Work Model vs. Remote Work?
If you wish to work remotely, it doesn’t matter for a hybrid or a fully remote organization.
However, as you can see, there are significant distinctions between the two that must be considered.
You may discover that the hybrid WFH approach does not provide you with all the benefits of working remotely and limits you in other ways. Working for a fully remote company, on the other hand, allows more independence, flexibility, and social opportunities.
So, in the end, the decision is all yours. Consider all aspects of the situation and prioritize what is most important.
Source: We Work Remotely
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