Flexible work…Hybrid work…Which one do we choose?
Since the pandemic, we have heard, “Flexible work is here to stay.” Every leader and consulting media outlet will say the same no matter where you live. Most of us are happy about that. However, there is still some misunderstanding about the differences between flexible work and hybrid work.
Hybrid work has been the “rising star” in the corporate world since the Covid-19 pandemic. And although things are slowly returning to normal, people are choosing not to return to the office full-time. Adopting a hybrid work model allows them to work from home and the office, emphasising both the physical and digital workplace. The main point of hybrid work is that it gives employees the full experience regardless of where they work.
On the other hand, flexible work allows employees to choose where, how, and when they want to work. When flexible work is an option, employees can negotiate flexible working hours. It’s about letting your employees decide where, when and how they do their job best. Flexible working has proven to improve productivity.
Practically, flexible work can be very formal (agreed on in a contract, aligned with organizational policy and processes) or informal (agreed on with a line manager), depending on the corporate culture and the extent to which flexible approaches are used and encouraged throughout the organization.
Flexible work has been highlighted and discussed in the UAE since before Covid-19. Many ways employees can work flexibly are common in Europe and the USA. Some flexible working options already implemented in the UAE include part-time work possibilities for women and flexible start and finish times for government employees. We have also seen clients taking a few months of unpaid leave to recharge and prepare for another demanding project. As such, there are many ways to implement flexible work. All is possible, depending on organizational policies and culture.
To understand flexible work and how to create well-written and structured policies, one needs to know and understand the available flexible work options.
Job share is becoming a common flexible work practice where two individuals share a full-time role and have the same responsibilities and duties. The jobs can be split by hours or workdays or simply by the skills the candidates possess.
Compressed hours mean an employee works full-time but for a shorter period, for example, four instead of five days a week.
Annualized hours are very similar to compressed hours, but here the employee has been contracted for a specific number of hours, and the pay is equal every month, even though the number of hours per week or month might vary. This is very popular in areas where seasonal jobs are in demand.
Flexi time occurs when employees are required to work during specific core business hours (for example, 10 am to 4 pm), but their start and finish times may differ every day. This can be for full-time and part-time employees.
Staggered hours are when employees work full-time but have different start and finish times. For example, to avoid traffic, some employees may work from 7 am to 3 pm rather than 9 am to 5 pm.
Career breaks and sabbaticals are common in some professions and industries, such as management consulting. These are agreed periods away from work (length can be between a few months to a few years). At the end of it, employees return to their old posts. This opportunity is ideal for a more extended holiday with a family, learning, travelling, or simply taking a career break.
Phased retirement might not be as common here in the UAE as in other parts of the world due to the region's nature and the workers' demographic age. However, this is significant for organizations with employees close to retirement who must transfer the necessary knowledge and skills to upcoming generations. This usually looks like a reduction of hours, working only on specific projects, etc.
To summarize, the two are not similar but also not that different. All the above refers to a flexible setup regarding where and how employees want to work. The most crucial point is that it varies from one employee to another, and each manager must be prepared to handle each case according to its merit. The question to ask is whether flexible working is here to stay. Likely, flexible working is going nowhere. That is why organizational policies need to be well described and communicated and allow for the flexibility necessary to use them well.
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Inclusionem is a global Diversity and Inclusion Consultancy based in Dubai. We specialize in measuring inclusion, diversity and inclusion strategy, inclusive leadership training programs and inclusive communication. Our diversity and inclusion consultants create an impact daily and help to build inclusive organizations in Dubai, the Middle East and all over the world.
