Beyond the Traditional - The Hybrid Model for Success
What is the Hybrid Working Model
The Hybrid working model is a work style that enable employees to make work arrangements in different locations. It may be home, on the way or in office. In other word, Hybrid model is flexible work arrangement for employees to remote work and work in office by split their own time as required. This model aims to gain advantage of reducing cost, reduce commuting or increase flexibility. Further this approach allows employees to work in greater autonomy flexibility with high performance adding positive work relationship. Modern HR technologies play an integrated role in building connections, supporting collaboration, and enhancing employee engagement in this model (uKnowva, 2024).In covid-19 pandemic season hybrid working model significantly consider continuing organizational process without presence in office and this season it was forced to re-think traditional working pattern structure.
Impact of the Hybrid Working Model
- Employee Productivity – Many employees report higher productivity due to reduced commute times and flexible scheduling, though distractions at home can be a challenge
- Work–Life Balance – Hybrid model often improve balance, giving employees more control over when and where they work, leading to higher job satisfaction.
- Organizational Culture – Maintaining team collaboration and a strong sense of belonging is harder when staff are split between office and remote work.
- Technology Dependence – Successful hybrid work relies heavily on secure digital tools, cloud systems, and effective communication platforms.
- Talent Attraction & Retention – Hybrid work has become a competitive advantage, with employees favoring organizations that offer flexibility.
Key benefits of the Hybrid method
- Flexible work pattern that encourages employees to work in the office or at home, or a combination of both.
- Technology integration by tools like Zoom, Teams enables remote work and collaboration when requiring face-to-face interaction.
- Increase employee satisfaction by providing flexibility in work-life balance.
- Cost saving by reducing organization overhead costs.
Challenges in the Hybrid model
- Communication barriers which is a more essential tool for interacting with others. Any disruption may lead to reduced work productivity.
- The HR department is in trouble when maintaining the organization's culture since employees are spread over different locations.
- Management may use more attractive methods to monitor the outcome of the employees rather than monitoring the hours spent in the day.
- Since the hybrid method relies on technology, organizations must invest in highly reliable and user-friendly systems on both sides.
Practice of Hybrid working model at Sri Lankan Airlines
Pandemic Season is the season most organizations practiced hybrid working model first time in many countries. Sri Lankan Airlines also implemented this model to have flexible working arrangements to maintain employee safety and continue business without any disrupt. Significant challenge in pandemic season was arranging flights for bring our citizens to Sri Lanka. When the HR, Finance and other administrative work balanced by work from home while flight operations and ground operations handled by on site. It was done by proper way arranging working schedule for each and every department carefully. This method helps airline to increase operational efficiency and employee safety while reducing organization overhead costs such as transport costs, A/C, electricity bills. Further support for social distancing when necessary.
Conclusion
Adoption of the hybrid model assists in work flexibility, employee well-being, and operational efficiency. But some employees' roles may be critical to adhere hybrid model due to present in the office is compulsory. In that case, this method may not be successful. Especially in Airline cabin crew, ground handling crew and maintenance staff cannot adhere to this method since their presence in office is mandatory for the work.
References
- 5 Hybrid Workplace Model Policies your HR needs to implement today! Available at https://uknowva.com/blogs/hybrid-work-model-policies
- What is a Hybrid Working Model? A Guide for HR Leaders - Shiftbase. Shiftbase.Available at https://www.shiftbase.com/glossary/hybrid-working-model
- Migrant workers await repatriation, wealthy expats charter flights to return. (n.d.). Times Online - Daily Online Edition of the Sunday Times Sri Lanka. https://www.sundaytimes.lk/200816/news/migrant-workers-await-repatriation-wealthy-expats-charter-flights-to-return
- Migrant workers await repatriation, wealthy expats charter flights to return. (n.d.). Times Online - Daily Online Edition of the Sunday Times Sri Lanka. https://www.sundaytimes.lk/200816/news/migrant-workers-await-repatriation-wealthy-expats-charter-flights-to-return
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ReplyDeleteThe Forbes Human Resources Council’s analysis of the 17 pros and cons of hybrid work (https://www.forbes.com/councils/forbeshumanresourcescouncil/2024/10/15/17-pros-and-cons-of-hybrid-work-schedules/) is highly relevant to Sri Lanka. While flexibility is proving valuable in improving productivity, reducing stress, and attracting young talent, one of the most pressing challenges is ensuring employees still have meaningful exposure to leadership. In cultures like ours, where traditional hierarchies and presenteeism dominate, limited access to leaders can hinder career growth, mentorship, and team cohesion. For Sri Lankan companies, a carefully designed hybrid model backed by digital infrastructure, structured leadership engagement, and clear HR policies will be vital to balance employee wellbeing with organizational performance.
ReplyDeleteHighly appreciate your comment and thank you
DeleteThe hybrid work model, a blend of remote and on-site work, has become especially relevant as organizations aim to achieve higher flexibility, employee well-being and efficiency in their operations, especially after the COVID-19 pandemic (Choudhury, Foroughi and Larson, 2021). Although the model has a number of strengths such as a better work-life balance, autonomy and cost reduction, it cannot be applied everywhere. The statement is right to point out that the success of hybrid work is highly dependent on job roles, organizational culture, and working requirements.
ReplyDeleteHybrid models can be used to improve employee satisfaction and productivity in knowledge-based industries because these jobs can be flexible in terms of work locations and schedules (Bloom et al., 2015). But in any operational sector the aviation, manufacturing or the healthcare sector, physical presence is critical to safety, coordination, and quality of services. As an example, cabin crew, the ground handling employees, and maintenance personnel of airlines have to carry out work that cannot be performed elsewhere, they need to cooperate, react instantly, follow safety protocols (ILO, 2022). The possibility of implementing hybrid principles in such positions is likely to introduce unfairness between those who can work at home and those unable to, resulting in lowered morale and unfair impressions (Morgeson et al., 2020).
A great take on the evolving workplace! The hybrid model strikes the right balance between flexibility and productivity. It's clear that success now lies beyond traditional boundariesadaptability is key.
ReplyDeleteThe hybrid model goes beyond traditional work structures, blending flexibility with productivity. It empowers employees, strengthens work–life balance, and creates a more adaptable and resilient path to organizational success.
ReplyDeleteYou have explained the hybrid working model in a very clear and practical way, and I like how you highlight both the benefits and the challenges without overcomplicating the ideas. The example from Sri Lankan Airlines adds good real-world value and shows how the model worked during a critical time. One area you could improve is the order of some points in the “impact” and “challenges” sections, as a few ideas feel slightly mixed together. A small transition before moving to the airline example would also make the flow smoother. Overall, it’s a strong and informative post.
ReplyDeleteThe COVID-19 pandemic marked the first widespread adoption of hybrid work models in many countries, including Sri Lanka. across many countries, including Sri Lanka. SriLankan Airlines has implemented hybrid working arrangements to ensure operational continuity while safeguarding employee well-being. work arrangements to ensure operational continuity while safeguarding employee well-being. During this period, the airline faced the crucial challenge of coordinating repatriation flights to bring citizens home. critical challenge of coordinating repatriation flights to bring citizens back to the country. While core functions such as flight and ground operations required an on-site presence, support functions including human resources, finance and administration were able to successfully transition to remote working. essential functions such as flight and ground operations required on-site presence, support functions including HR, Finance, and administration successfully shifted to remote work. This strategic division of labor, supported by carefully structured departmental schedules, allowed the organization to balance safety and efficiency. labour, supported by carefully structured departmental schedules, enabled the organization to balance safety with efficiency.
ReplyDeleteSuccess in a hybrid environment relies on trust, communication, and reimagined leadership. Organizations that invest in digital tools, clear expectations, and a culture of inclusion will be the ones who turn hybrid from a challenge into a competitive advantage. It’s not about where we work anymore—it’s about how we create value together.
ReplyDeleteThe hybrid working model represents a shift toward flexibility and autonomy, allowing employees to balance remote and office work while maintaining performance. By reducing commuting, lowering costs, and fostering stronger relationships, it creates both organizational efficiency and employee satisfaction. Modern HR technologies further strengthen collaboration and engagement, making hybrid work not just a pandemic response but a sustainable future strategy.
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ReplyDeleteThis blog provides an insightful breakdown of how the hybrid model goes beyond traditional workplace structures by blending the strengths of remote and in-office work. I appreciate how clearly you explain the benefits, such as increased flexibility, improved work–life balance, and enhanced productivity. Your discussion on how hybrid systems encourage employee autonomy while still maintaining collaboration is especially relevant in today’s evolving work environment. It’s evident that the hybrid model is no longer just an alternative but a strategic approach that supports sustainable success. This article effectively highlights why organizations should embrace this shift for long-term competitiveness.
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