Tel. 693-635-152, 601-234-021, 513-239-742, Transport: 509-444-514

Companies adopting this model are usually looking to create more collaborative workspaces. A recent project we completed for Instinctif Partners is illustrative of this. Innovation thrives from inclusive experiences and collaboration through technology. With the extension of teleconferences between executives and employees, communication has also acquired a dimension hybrid work from home of ’ equality’. Compared to the meeting table where the head sits at the top, everyone has their screen and feels they can participate equally by expressing their views through the conference call and distant meetings. Flexible working can apply to both remote and hybrid initiatives, with time spent considering how to make new policies accessible and feasible.

What is hybrid work model in Capgemini?

In a hybrid working model, trust plays a part in almost every decision managers and employees make. In fact, the Capgemini Research Institute's recent report, The Future of Work, reveals a trusted work culture to be one of the four core building blocks for the new hybrid working paradigm.

This is another hurdle regarding remote working – the employer does not know what the employee’s working environment is like or how the employee is coping at home. From an employment law perspective, it’s crucial that all employees know the required standard and targets for their role. If performance targets apply, a tribunal will want to be satisfied that an employee could reasonably be expected to have known about them. It won’t be long before Gen Z is the dominant segment of the working population. In a 2020 Salesforce survey, this group expressed a growing desire not to work solely from home, but to split their working time between home and the office. For a worker at the very start of their career, the office is more valued, not less.

Changes to existing policies

Remote employees miss out on spontaneous communication and collaboration. An effective working model means happy management and a happy workforce. As you can see, there are a few different variations of the hybrid working model.

  • Teams should be encouraged and supported to establish their own principles for communication.
  • Employees identified many benefits from working from home during the global pandemic, for both them and their organisation.
  • In contrast, weak ties are members outside your team that you wouldn’t normally have a formal meeting with.
  • Employee experience focuses on key things such as wellbeing, diversity and inclusion and employee engagement.
  • This makes it easy to plan recurring shifts on a regular basis, visualise schedules, and run custom reports.
  • The primary benefit of hybrid working is that it allows employees to balance work and family responsibilities without sacrificing productivity.

Organisations are also considering what will need to be in place in order for these new ways of working to be effective. Empower your team from the office and at home with award-winning HR software that gives them control of holiday requests, absences, company documents and much more.

Sign up for your monthly fix of workspace wisdom.

We expect to see a significant trial and error period along the way as there are still a lot of unanswered questions. With the help of our expert design team, we have gathered our answers to some of the biggest questions being asked about hybrid working. Allowing employees to work from home to achieve a better work-life balance can also come with downsides.

guide to understanding hybrid-remote model

The company provides workers with the freedom to decide when they need to come to the office to collaborate with colleagues and when they need to work alone at home. Be open to providing your employees with the autonomy to manage their work life. Or indeed, those with children and elderly parents to look after may opt to work more flexibly. People with neurodiverse conditions or employees with disabilities who might prefer not to work in the office daily, or simply will find it a challenge having to come into the office. It’s imperative that managers, senior leaders, and HR don’t lose sight of people just because they’re working elsewhere.

metrics to measure hybrid working success

Companies work hard to ensure cyber security in the office environment, so it’s crucial to maintain these same levels when employees are working remotely to avoid any data breaches or cyber-attacks. Being a truly inclusive employer involves accommodating the needs of all staff, and this should factor in any decisions a business makes on its hybrid working policy.

guide to understanding hybrid-remote model

So, working from home comes with the flexibility of organising your own schedule, which is a significant benefit to many employees. With the flexibility of hybrid working, there’s been a swing from presenteeism to an outcome-based model which is based on trust, empathy, and inclusivity while being business-focused and measurable.

Introduction to Hybrid Working

For the first time ever, we gained a glimpse into employees’ private lives during lockdown. With more and more workers wanting flexibility from their employers, the reality is that there’s no going back to the nine to five in the way we know it.

Reviewing systems and equipment available in offices and provided by individuals in order to assess whether it will appropriately support hybrid forms of working. Managers will also need information and guidance on ensuring inclusion and diversity, effective induction and employee engagement with a distributed team. Employees identified many benefits from working from home during the global pandemic, for both them and their organisation. These benefits include a better work–life balance, greater ability to focus with fewer distractions, more time for family and friends, saved commuting time and costs, IT upskilling and higher levels of motivation. Many organisations are now experimenting with hybrid working arrangements in order to meet this employee demand.


1. Administratorem Twoich danych osobowych jest „Renia” Firma Handlowo-Usługowa Karol Kuliś, zwany dalej: „Administratorem”. Możesz skontaktować się z Administratorem pisząc na adres: Radziechowice Pierwsze, ul. Wspólna 150 k. Radomska, 97-561 Ładzice lub telefonując pod numer: 693-635-152.

2. Twoje dane przetwarzane są w celu, w którym zostały podane i w celu realizowania oraz nadzorowania procesu korespondencji mailowej.

3. Twoje dane osobowe przetwarzane są wyłącznie w zakresie związanym z realizacją powyższych celów. Jeżeli umowa między nami stanowi, iż przekazujemy Twoje dane firmie realizującej część zawartej z Tobą umowy to realizujemy takie udostępnienie. W innym wypadku nie udostępniamy Twoich danych innym odbiorcom oprócz podmiotów upoważnionych na podstawie przepisów prawa.

4. Administrator może w związku z realizacją zawartej z Tobą umowy przekazać Twoje dane do podmiotu realizującego objęte umową zadania a znajdującego się na terenie państwa trzeciego. W innym wypadku Administrator nie zamierza przekazywać Twoich danych do państwa trzeciego ani do organizacji międzynarodowych.

5. Twoje dane będą przechowywane nie dłużej niż przez okres wynikający z umowy zwiększony o 5 lat lub w wypadku gdy korespondencja nie była związana z realizacją umowy nie dłużej niż 5 lat.

6. Masz prawo żądać od Administratora dostępu do swoich danych, ich sprostowania, zaktualizowania, jak również masz prawo do ograniczenia przetwarzania danych. Zasady udostępnienia dokumentacji pracowniczej zostały określone przez przepisy polskiego prawa.

7. W związku z przetwarzaniem Twoich danych osobowych przez Administratora przysługuje Ci prawo wniesienia skargi do organu nadzorczego.

8. W oparciu o Twoje dane osobowe Administrator nie będzie podejmował wobec Ciebie zautomatyzowanych decyzji, w tym decyzji będących wynikiem profilowania*.

* Profilowanie oznacza dowolną formę zautomatyzowanego przetwarzania danych osobowych, które polega na wykorzystaniu danych osobowych do oceny niektórych czynników osobowych osoby fizycznej, w szczególności do analizy lub prognozy aspektów dotyczących pracy tej osoby fizycznej, jej sytuacji ekonomicznej, zdrowia, osobistych preferencji, zainteresowań, wiarygodności, zachowania, lokalizacji lub przemieszczania się.