The 4 Types of Hybrid Workers

As the workplaces are resuming physical operations in the aftermath of extended lockdown due to Covid-19 pandemic, hybrid models are the work plans for majority of companies. But it is not going to be an easy feat, especially after work from home dominating the work model scenario.

Furthermore, experts and employers agree that hybrid model is not “one size fits all”. Work environment transition is going to impact each worker differently and every employee is going to react to it differently. Let us have a look at 4 different types of hybrid model workers.

The Evangelist

These workers in hybrid model are quite happy with the changed model and want to sustain working in the model. The evangelists make up about 24 per cent of the workforce of hybrid model, and are the most optimistic about changed hybrid model of work and are “typically very satisfied with the policies, technology, and social dynamics already in place”, as stated in a global survey with Economist Impact.

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The Pragmatist

The largest segment that has been identified by Economist Impact were pragmatists (making up for about 39 per cent of the hybrid workforce). This group of employees are optimistic about hybrid work, but at the same time are experiencing significant challenges while transitioning into the model.

They want to work in the model, but they are not quite getting the knack of it. They also believe that “organization’s new policies don’t incorporate enough employee input and are more likely to feel these policies are unfair”.

The Fair-minded

They are feeling good about the transitioned hybrid work model but are also looking for “improved dialogue”. They are most concerned about wellbeing of the employee, fairness, and inclusion, and make up for 23 per cent hybrid workforce. They also report to have an overall positive impact of the model on their lives.

The Undecided

They form the smallest group of hybrid workforce at 13 per cent, and require the maximum support while in the hybrid model. The “undecided” tag is because they are still not exposed to the benefits of the flexible work model. This group also has higher rates of technology challenges, primarily because of being distant to tools to “connect, collaborate, and communicate remotely”.