# A Comprehensive Guide to Developing an Effective Hybrid Working Approach
Hybrid working is the future of work, and it is essential to develop a comprehensive approach that prioritizes employee well-being. The pandemic has changed the way we work, and it has led to the emergence of a hybrid model that combines remote and in-person work. But how can leaders ensure that their approach benefits all employees and maximizes business success?
## The Importance of Hybrid Working Styles
Hybrid working styles are here to stay, and it is vital to develop a comprehensive approach that balances remote work and in-person presence. It may take time to establish this balance, but it is crucial to maintain employee well-being and construct a new form of corporate thinking. This means cultivating trust and finding a way to bridge the gap between office-based and remote employees.
New businesses face unique challenges and require new models. Before Covid-19, daily commuting was the norm, and relationships were built on control rather than trust. Today, sustainable living and a green mentality have become hot topics, and everything has changed all of a sudden. This shift has pushed many businesses to recognize that there may be a new method to deepen and expand to shape the future.
## Data and Statistics on Remote Work
According to statistics from The Global Workplace Analytics and Owl Labs, 70% of full-time employees moved completely to remote working during the peak of the epidemic. Furthermore, 90% of individuals polled indicated their productivity levels at home were the same or greater than at work.
Young talent is also more interested in hybrid models of employment and technology, with 48% of 18- to 29-year-olds interested in hybrid employment, according to McKinsey research published by the BBC. These statistics are revealing and show that the work situation has irrevocably changed.
## Restoring Leadership in a New Era
Leadership in this new era requires a new approach. The desire to develop a new relationship of trust with workers emerges, and sustainability, social commitment, and well-being have become crucial factors. Because of the sensation of being a member of the same family, forming a new link with workers may bring a profit to the financial accounts. Mutual respect is the new economic engine, and it is necessary to plan and understand how to achieve joint aims while choosing the ideal location for doing so.
New small business communities are on the rise, and new technology enables faster communication, easier transportation, and more transparent customer service. Diversity plays a key role, and in-house training assumes more importance, especially when online. Covid demands safer working conditions. All these factors need to be considered when developing an effective hybrid working approach.
## One Growth Strategy
Employee engagement has dropped by two points, from 22 percent in 2019 to 20 percent in 2020, after a decade of continuous growth. As a result, we must act fast to re-establish the proper balance that will contribute to our collective well-being and, as a result, the companies. Job happiness becomes a deciding element in corporate success, and it is crucial to strike a reasonable balance between work and personal life to keep employees satisfied.
We know that remote employees are often happier and work longer hours. This trend will continue, and striking a balance between work and personal life is critical to keeping people. The situation is ever-evolving, and models may need to adjust, but investing in employee well-being will improve everyone’s prospects.
## Conclusion
In conclusion, developing an effective hybrid working approach that prioritizes employee well-being is essential for the success of any organization. The shift to hybrid working styles is irreversible, and leaders must adapt to this change. The key is to cultivate trust, encourage mutual respect, and prioritize sustainability, social commitment, and well-being. By doing so, businesses can ensure maximum productivity and success in the years to come.
