Category: Hybrid Work

Remote work to hybrid

How to Adapt to New Work Arrangements Post-Pandemic

The pandemic has completely transformed our lives and this has naturally extended into the way we work. Multiple companies are already transitioning to a combination of on-site and remote working through the virtual and hybrid model. This will naturally enable higher access to skilled talent and productivity along with lower costs, smaller teams, enhanced flexibility, and better experiences for employees. However, it is easier said than done. Even Yahoo! CEO Marissa Mayer concluded an experiment in remote working once, stating how the company had to become one Yahoo! once more. Even HP Inc. did the same thing for various reasons. Let us look at adaptation to newer working arrangements after the pandemic that deserve careful attention. Remapping the Work Arrangement Paradigm There has been a lot of talk about the downsides of remote work, including how it hinders the development of a company culture, shared trust, and of course, common values. It may also lead to the emergence of dual organizational cultures, majorly influenced by managers and in-person employees who profit from the positive collaboration and face-to-face brainstorming sessions, while remote workers may end up feeling ore isolated and unhappy as a result. A common sense of belonging and purpose may also be hindered due to hybrid models or completely remote ways of working. So, as an organization/leader, how do you adapt to new work arrangements? This requires a careful remapping of the entire paradigm with a view towards carefully bypassing these downsides, while ensuring better interactions for improved social cohesion. The first step depends on selecting a suitable work model before you implement the same throughout the organization. The decision should depend not only on costs, but also optimizing talent access, employee experiences, productivity, and so on. Here are a few ways in which you can ensure the maximum possible utilization of your work model. New Work Arrangement Adaptation- Things Worth Noting Here are a few aspects that you should consider while carefully switching to new post-pandemic work arrangements. 1. Completely Virtual Models- 2. Staying Hybrid- 3. Work Speed and Higher Productivity- 4. Transitioning Smartly- 5. Leadership Management- 6. Informal Interactions Work Best- 7. Emphasis on Leadership Stance- 8. Virtual Interactions are Not the Only Solution- 9. Building Safer Spaces- Signing Off As can be seen, there should be a lot of thought and effort put into designing hybrid work models that actually keep teams close, while helping organizations enjoy the productivity benefits alongside. Always keep time-zone gaps in mind and build teams with a minimum of four hours of overlap to enable collaborations while emphasizing virtual meetings across the entire team whenever possible. Based on a report by the Economic Times, a top work-from-home researcher and Stanford professor Nick Bloom, mentioned how typical global employees desire moderate hybrid systems. Hence, instead of going full throttle with the back to work model, focus on building proper infrastructure and support systems for employees. Embrace flexibility since ultimately it is all about staying in sync with the evolving world and getting the job done successfully. That’s what matters eventually. FAQs How much flexibility will I have in choosing when and where I work under a hybrid model? It all depends on the organizational policy adopted by your company. If it has a supportive approach towards flexi-working and hybrid models, then you may have more flexibility in choosing your work hours which are not necessarily official business hours in many cases, and also your location. How can we effectively measure and evaluate employee performance in a hybrid work environment? An outcome-based tracking/measurement model is more effective in tracking employee performance in hybrid work environments. This is more effective than tracking work volumes or inputs. What are the primary benefits of implementing a hybrid work model for both employees and employers? Some of the primary advantages of executing hybrid work models including better flexibility and work-life balance for employees, along with higher productivity due to zero commutes, and better quality of life. Employers benefit from lower costs overall in terms of office space and associated amenities along with time and productivity lags. They can also track employees instantly via digital channels. Can a hybrid model stifle in-person brainstorming and collaboration, potentially hindering innovation? Hybrid models may sometimes pose challenges to brainstorming and collaborating in person, thereby hindering overall innovation. However, while it cannot be a substitute for real-world communication, employers can integrate a suitable approach and use the right infrastructure to help people regularly catch up and ideate digitally. Can a hybrid model with a reduced office footprint contribute to a company’s sustainability goals by lowering its carbon footprint? Yes, hybrid models with lower footprints in office will naturally contribute towards a reduced carbon footprint and overall sustainability objectives of employers. This will lead to lower consumption of resources, thereby instilling more environment-friendliness into the workplace.

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Corporate Branding

The Gateway To Anywhere And Anytime Working

Working, and that too from anywhere, anytime seems strange right? However, with what the Delta-Omicron tag team event has taught us, nothing should feel strange anymore. After being bruised by the pandemic, the addition of salt to the wound for remote workers is sticking to fixed working hours.  As magical as it may sound, there exists a solution to these problems – a hybrid cloud implementation.  What Is It? It is the mixed computing service, and storage environment encompassing the public and private cloud features.  The turbulent environment makes it even more difficult for organisations as they require some employees to stay present on the premises too. Can you believe that remote working has become so trendy that employees are even accepting 10% pay cuts to avail the facilities from their offices? True, Owl Lab’s survey has reckoned that 23% of respondents are willing to make compromises.  The working motivational factors differ from the office and home premises, so adapting to those is crucial. The next question is, how to handle both categories simultaneously? A study of 30,000 people from 31 different countries backs the idea of implementing the hybrid workplace model to deal with the in-office ‘cubicle’ workers and remote ‘anywhere’ workers at the same time. But, Is It Easy To Implement? Dealing with the hurdles is essential if you want to reap the benefits of these concepts. Just imagine, if you cannot convey the goals, and objectives to all the employees, do you think you will be able to prosper? All you will face is a struggle to achieve success. Keeping all the employees on the same page through cutting-edge structures and communication modes is essential.  As you cannot apply similar strategies for the defenders and the strikers in a football match, the same goes for organisations in relation to management strategies. Managers need to figure out different approaches to deal with remote workers and in-office workers to avoid process hindrances.  It’s Not Easy, But It’s Worth Doing A 2022 forecast says 91% of organisations globally would rely on the hybrid workplace model, integrated with the hybrid cloud helps in working from anywhere and anytime. This will accelerate the workflow and strengthen the collaboration and cooperation among cross-functional teams within organisations through cloud application development.  This would lower internal operating costs, leverage efficiency, improve security, and increase business agility for a unified workforce experience and improved budget pliability. Resource optimisation, interoperability, security, and scalability are the benefits that you get when you incorporate the hybrid workplace model with a hybrid cloud. And Finally, The Long Road Ahead The world is changing daily, why sit back? Let’s be more dynamic, adaptive, trendy, and flexible to stay ahead by updating the hybrid cloud continuously in the hybrid workplace model for better working anywhere from any time.

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Hybrid Workplaces To Increase The Adoption Rate Of Hybrid Cloud

The hybrid workplace will be the next big transformation in businesses. With the evolving work culture and distributed workforce, you will need the utmost level of flexibility to boost employee productivity in your workplace. A hybrid workplace model caters to both remote ‘anywhere’ workers and in-office ‘cubicle’ workers. Analysis of trillions of labour signals and productivity across Microsoft 365 yielded similar results. Furthermore, 86% of global professionals believe that the hybrid work model facilitates upholding the work-life balance. The year 2022 expects to witness further growth of the hybrid workplaces. To successfully achieve this, technological solution incorporation is a necessity and the rate will increase exponentially. This is where the adoption of the hybrid cloud has exploded in popularity within workplaces. Hybrid cloud exemplifies an environment of mixed storage, computing, and service built on top of on-premises infrastructure. It is the ‘public-private cloud’. This is a huge disruption that the ITDMs and CXOs consider as a primary agent for strengthening the IT infrastructure. Hybrid workforce model challenges Even during the post-pandemic phase, companies are progressively moving toward making remote working a permanent paradigm. However, 55% of the employees wish for a blended remote and in-house working model prompting the establishment of the hybrid workforce model. In the quest of practising this model, the possibilities of certain challenges turning up remain prevalent.  Misalignment between remote and in-office employees Haphazard implementation of the model initiates the possibility of misalignment between the employees working remotely and those working from the office. This is due to a misalignment of collaboration and autonomy caused by insufficient hybrid working arrangements. As a result, managers inside businesses struggle to keep all employees on the same page within the company. This slows down productivity and makes it more difficult to maintain business continuity. Collaboration and management The management of two types of employees is a tricky aspect. Managers need to figure out different approaches to deal with the remote workers and the in-office workers. There is a high probability that the application of similar styles of management may lead to failures. Improper infrastructure hinders the flow of communication together with the support and collaboration paradigms. As a result, demotivation is widespread, followed by a drop in performance. Due to this stumbling block, staff may find themselves spending hours tackling specific difficulties. The mitigation would take minutes by means of interactions and effective feedback. Cybersecurity risks A portion of the hybrid workforce who works remotely stays out of sight and uses their personal computers and private systems. These systems often remain connected to outside networks deficient in the endpoint controls of security. The information and network of a company become vulnerable as these systems fail to fulfil the basic security standards and endure the vulnerability of cyber threats and intruder attacks. Unauthorized access of sensitive data serves as the epicentre for the downfall of a company in the competitive business environment. How does the hybrid workplace model promote hybrid cloud adoption? Managing a hybrid workplace is no easy task for managers as it is mandatory to keep all the workforce members on the same page. Further considerations are maintaining smooth communication and keeping the company culture unscathed. To deal with the obstacles in the approach of hybrid working, managers are boosting the adoption of the hybrid cloud for grasping flexibility. The organisations depend on the environment of the hybrid cloud to fulfil their infrastructure requirements. The implementation of the hybrid cloud can be a transforming beneficial integration. The installation of the hybrid cloud infrastructure aids in accelerating the workflows and strengthens the collaboration and cooperation among the team members within organizations. It keeps both in-house cubicle workers and the remote anywhere workers aligned on the same line. Improvement in budget pliability to make further investments in infrastructural development takes place. This lowers internal operating costs, leverage efficiency, improve security and increase business agility. It promises to offer unified experiences to positively influence the workforce and the business. Benefits of hybrid cloud adoption in hybrid workplaces in your business The adoption of hybrid cloud in hybrid workplaces is trending and fruitful practice. It offers a sundry of beneficial parameters that stimulate the organizations focusing on hybrid workplace transformation to adopt this concept more. In 2022, hybrid cloud adoption will increase in the hybrid working model and you will be able to attain the following spotlight benefits. Flexibility Hybrid cloud deployment would accelerate the operations of your organization and promote collaboration practices. Infrastructural investments will be easy since the internal cost will decrease and the expectation would be efficiency improvement. The overall productivity and employee motivation will increase significantly and assist you to achieve a competitive edge. Resource optimization Continuation to support the present legacy systems in your business is possible by a working hybrid cloud strategy. It will help in making the data and system accessible within the cloud platforms by means of hybrid integration. This will keep the remote working and in-office employees on the same page. Interoperability The hybrid cloud installation will put forward interoperability between cloud infrastructure and on-site. Reliability in your work environment will leverage based on multiple backups and deployments. It will provide continuous accessibilities to multiple communication channels to uplift cooperative practices. The managers will find it easy to keep both types of employees under the hybrid workforce model aligned and manage them adequately.  Scalability The hybrid cloud incorporation will open doors for accessing infinite resources for both the ‘anywhere’ and ‘cubicle’ employees. This insurance of scalability via capitalization and integration of existing infrastructure will upgrade the infrastructure and operations. This will enable your business to attain cost-effectiveness. Security Varied blends of hybrid cloud serve as rescuers amidst the rising threat rates of cybersecurity in the case of the hybrid workplace model. Enhancement of data protection as well as security will de-risk your business in dealing with the security challenges and prevent cybercriminal activities. Future of Hybrid Workplace integrated with Hybrid Cloud The world is on a rapid digital transition. Hybrid workplaces will

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low-code-is-future

Why The World Is Catching On To Low Code Platforms for Software development?

Remember building a webpage before we had wp bakery or eliminator? Lines of codes, testing, preview and corrections. Time taking a drag. But, now you can whip up a landing page in a matter of a few minutes. It’s undeniable that low code platforms help us achieve speed to market and empower businesses to create faster MVPs. By 2024, low-code application development will be responsible for more than 65% of application development activity. The global low-code application development platform market size was valued at USD 11.45 billion in 2019 and is expected to grow at a compound annual growth rate of 22.7% from 2020 to 2027. The above two points clearly indicate the rise of low code development platforms in recent years and the prominent future of these low code tools in software development. Now, what is low code software development? By definition, it is an application development method in which the developers develop visual codes for creating web and mobile-based platforms. This code uses a graphic interface having a drag and drop components in the coding method. It reduces the developer’s task of writing non-technical codes through this interface and supports them in creating and working on a tedious task of application development. By breaking down traditional silos of business and IT (promoting continuous collaboration), your organization can develop solutions that meet the needs of your business. By breaking down traditional forms of business and IT (promoting continuous collaboration), an organization can develop solutions that meet the needs of your business. Key factors that are driving the market growth include increasing digital transformation in the IT and Telecom industry, increased responsiveness to the business, and rising need for customization and scalability. Low code development tools provide many benefits and more people can contribute to the application development process. Also, these platforms help organizations in improving their agility thus reducing the complexity of the application development process. Here are some key benefits of using low code platforms. Speed: The ability to accelerate the delivery of new software and applications is the most important advantage. Low code development tools assist in. rapidly delivering apps that a business needs with the existing talent. Organizations using a low code development process can thus achieve unparalleled time-to-value. Following are a few processes that allow the increase in speed. Drag-and-drop functionality, pre-built user interfaces, and models for business processes, logic, and data models enable the rapid development of full-stack, cross-platform apps. Easy-to implement APIs and connectors integrate with third-party tools that developers already use, so no time is lost due to a learning curve. Improved agility: Business agility enables enterprises to adapt and respond to market changes and new opportunities using innovative, digital solutions that solve business problems. Operating at digital speed means creating the app capabilities users require to function smoothly across multiple devices. For example, an organization can deliver cloud applications that integrate with some legacy systems, so they are better able to meet the changing needs of customers. They can deliver applications across more platforms so customers can interact with their business however they wish. Decreased costs: With the ability to build more apps in less time, costs decrease. But, that’s not the only cause. Low-code development reduces the need for more developers, reducing hiring costs. And, the right low-code platform can make everyone in the organization—not just IT—more productive. Companies can develop a variety of solutions ranging from process automation apps to mission-critical systems modernization, without incurring heavy costs. Ease of use: The speed and development simplicity of low-code enables junior developers and tech enthusiasts without a strong background to build apps as if they were full-stack developers. Also, it empowers skilled developers to work more efficiently, so they can focus on more complex, less mundane aspects of programming. This way, companies of any size are able to maximize their existing resources and deliver the solutions their business requires to stay competitive. Responding to Changes: Low code platforms gives the ability to respond quickly to changing business and customer needs thus organizations are better equipped to quickly adapt and respond to fast-changing business conditions. Here are some of the famous and powerful low code tools: Mendix Gramex Appian Kissflow Pega Systems Salesforce Lightning Outsystems Zoho Creator Microsoft PowerApps VisionX Low-code tools support many different use cases. Below are some of the more common use cases seen today. Integration/Automation Customer Service Web Experience E-Commerce Data Analysis DevOps Internal Corporate Template Code Creating Web Applications Enterprise Software Development At INT. we are increasing the usage of low code development processes and tools into our ecosystem. Along with implementing low code platforms into mobile and web application development, we are also leveraging low code options into our Machine Learning based products. With the help of enterprise low code development platforms, we are bypassing all the tiring hassle and producing better and more efficient data and AI solutions in much less time.

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Remote-work-model

Super 5 Trends Of 2021 On Remote Work That Will Shape The Future Workforce

When managed right, remote work can be engaging, flexible, dynamic with the desired outcome. It’s 2021, and we are going through the second tremor of the deadly virus. As the second wave of pandemic breaks in, we will see remote work gaining momentum again.  But this time, it is going to be “learn from your mistakes” what failed in 2020 cannot be repeated in 2021 cause organisations are all set on their revival path.  Remote work is no doubt incredible, but it comes with its baggage of difficulties. The report suggests that in 2020 the most common concern raised by employees is “they forgot to unplug from work”. Blending work and personal time, employees complain of failing to call a day at a reasonable time.  You might have felt that the productivity of your team is fluctuating. Common reasons detected are feeling of burnout, isolation, disconnectedness, etc. Considering all the challenges, 2021 will see a transformation in remote working and following five trends will shape remote work management in 2021, which is forecasted to continue in 2022. Integration of Technology When it comes to managing virtual teams, leaders are looking for technology that will integrate different tools required for managing the remote workforce. There might be ten different tools that will keep team members on the same page, from communication tools to workflow management, helping the leaders to track and manage. But handling ten different tools is tedious. Thus, 2021 will see the rise of a single platform with the integration of various tools in a single platform, making collaboration easier.  Flexibility of timing Remote work has become a melting point of your professional life and daily household chores. In such an atmosphere where team members are juggling work and household task, having a traditional work time doesn’t make sense.  2021 will promote an outcome-driven culture. Organisations have understood the importance of flexible timings to complete the task. Moreover, in the remote culture, tracking outcome based on the KPIs is the best way to measure your team’s productivity. Reduced Conference Calls  In remote work, morning generally begins with daily sync calls. But then it doesn’t end there. Slowly organisations have started questioning the effectiveness of video conferencing. Is it draining our productivity? Long calls have left the team with less time to finish off with the priority task. Responding to this, in 2021, we will see the trend of reduced video calls and focussing more on task. Transforming HR practices 2021 will see the demand for digital transformation in HR practices. With mass employees going remote mode, it has become essential to leverage built-in support for virtual onboarding. When employees do not have F2F interaction, there is a chance of feeling isolated. Thus, it becomes vital for HR to promote inclusive culture by deploying a digital platform and be connected to the employee’s journey. This year, we will see some transformation HR practices with the objective of employee’s well-being.  Filling the gap through Reskilling Pandemic has put a halt on individual growth. The report suggests that “54% of workforce needs reskilling by 2022”. Pandemic has widened the skill gap, and reskilling is becoming urgent in organisations. With a heavy focus on digitisation, AI, cloud computing, machine learning and analytics, the in skill demand for the same is on rising. Gartner report suggests only 16% of the workforce possess adequate skills for new jobs. Thus in 2021, we will see the rise of reskilling in remote work mode.  Pandemic has shown us how a remote work model can become a choice for an organisation without affecting productivity. It has been an immensely successful model in the tough time. With learnings from the past, taking care of the challenges will ensure a smooth transition.

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Hybrid-team

How To Finally Get Your Hybrid Team Organised?

If 2020 was about a quick shift to the remote team then 2021 is about a hybrid team. A hybrid team consists of workers who prefer to work completely from home or anywhere but office workers who feel isolated and distracted at home and prefer having “office” cubicles. Now think of a manager, who is expected to deliver his best while managing the hybrid team. Managing a hybrid team means you need to keep your team members on the same page. You have to make sure that the company culture is intact and there is a free flow of communication among the members. Isn’t it daunting? Here are your key managing ways to follow to get your hybrid team organised Don’t shun the remote work model The first mistake that the manager must avoid is not ignoring the remote work model. When you have a hybrid team, you have to ensure that the team members are on the same page. Now, you must be thinking- how to do that? In the following way! Empowering team members with tools that will help them have common access.  Avoid using different communication platforms to communicate important messages. For example- if you are using Microsoft teams for daily standups and scrum calls for a remote team, make sure you don’t use your boardroom for the onsite team.  Use a project management tool to maintain transparency while setting up a task for each team member. They must not only be aware of what is expected out of them but also aware of the task assigned to their team members.  Strive for outcome-based culture When you have a team that doesn’t work together, you cant focus on the process-based culture. Keep the rule the same and focus on outcome-based culture. The ultimate objective of a manager is to get the work done. In an outcome-driven culture, hybrid teams work best. When a manager cannot invigilate on the task team members are performing every hour, it the outcome that will help them track the performance. Thus setting a SMART goal and aligning objectives with key results (OKR) will enhance the productivity rate. Keep up the positive organisation culture A positive organizational culture is built when managers are up with a certain set of values that promote ethical ways. In a hybrid model, remote team members might feel isolated due to the concept of “out of sight out of mind”. A skilful manager ensures a fair and equitable workplace for both the team.  A positive culture is also built through the team-building process. Remote team member must feel that there is an inclusive supportive environment present in the workplace. If they are stuck, then there are team members who are willing to brainstorm and get out of it.  Promote Social Connection A strong bond among the team members works exacerbates the action. Lack of trust and relationship among the team members can be a barrier at work. Long gone are those days when team members used to go out for office lunch.  But in the hybrid team, this culture might complicate the team spirit. Thus, opportunities that the in-office team gets such as shared lunch and small talk must be provided to the remote teams too.  Promote a virtual “water-cooler” culture among employees. Organise some remote-friendly activities such as playing games, talking about hobbies, sharing emotions and setbacks etc to promote social connections.  2021 brings a new challenge for the managers who need to manage the hybrid team efficiently. Keeping the team together is challenging, keeping the isolation away is another challenge. The hybrid work model needs more attention and the manager must keep on experimenting with new ways.

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