Hybrid Work Culture may be an adaptable work model that bolsters a mix of traditional in-person work with off-site remote work, inaccessible, and on-the-go specialists. It offers representatives the independence to select to work wherever and however they are most productive. Hybrid Work Culture could be a people-first approach to overseeing the workforce that drives expanded efficiency and work fulfilment whereas tending to the major challenges of farther work, such as separation and need of community. At the time of global change, the profound shift in the work culture made a drastic change on employee engagement, effectiveness, and productivity.
Organization culture depicts the collection of belief value and behaviour of the employees that shape the organization. Employee engagement means the level of enthusiasm and dedication employees show toward their job roles (Kahn, 1990). Engagement is influenced by various factors like work environment, leadership, and organizational culture (Harter, Schmidt, & Hayes, 2002). Through various research, it is seen that the work culture had a great impact on the engagement and productivity of the employees. It is like due to lack of communication among the employees, the team cohesiveness, team bond decreases gradually (Choudhury, Foroughi, & Larson, 2020).
The result of the research reported a mixed level of engagement where some are in favour of this hybrid mode of organization as it is flexible for them to maintain a work-life balance. On the other hand, many explained that the connection with the colleagues is reducing due to lack of informal communication. Team cohesiveness is becoming null. As a result of it, the engagement among the employees is also reducing. It has a greater impact on the job satisfaction and productivity.
Although this hybrid work culture has some positive sides too. Due to flexible work model, employees can choose their location and working hours based on their priority. It enhances job satisfaction, morale, loyalty, and trust building of the employees towards the organization. It improves the bottom line due to cost savings on office space, electricity, and travel. It is important to remember that remote work can be accepted only through proper digitalization.
The hybrid working model could be a location-flexible arrangement, allowing staff to blend onsite and offsite work as they and their bosses see fit. Following the lifting of COVID lockdowns around the world, a great extent of cross-over arrangements have developed, giving staff flexibility. Representatives who are working in a hybrid working model have a lot of positive views of their company and hour group, each in terms of their capacity to adapt to the widespread and to particularly address their farther work issues. They report higher work satisfaction and well-being and mental state at work since the widespread started than staff who are working totally from domestic or onsite.
In conclusion, it can be suggested that the transition to hybrid work culture from traditional office culture shows both opportunities and challenges for organization culture, employee engagement, and productivity. By implementing communication tools and actively managing cultural alignment, organizations can successfully navigate this transition.