The hybrid working model is slowly becoming the norm in the post-pandemic world, it is the mix of in-office and remote work schedules of employees. Every organization is finding a solution for monitoring work performance in a hybrid work environment.
There is no one-size-fits-all hybrid model; each company needs to develop its hybrid model based on the needs of its employees and its business goals.
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6 Ways to Calculate Productive Working Hours in a Hybrid Work Model
How has the Hybrid Work Model Evolved?
The hybrid work model can be essentially divided into three structures:
- Office first, remote allowed
- Office occasionally
- Remote first
The first structure, the office first – remote allowed, was the common setup before Covid-19. A small number of employees worked remotely and the rest worked from physical offices. When the pandemic hit and people began to align themselves with new working parameters, the global workforce transitioned from ‘office first’ to ‘office occasionally’ to ‘remote first’ in a matter of months.
The rise of hybrid work has led to the rise of another important issue for which companies are still grappling to understand, that is, how should a company quantify the productivity of a hybrid workforce and connect it with payroll.
The evolution has been almost instantaneous & it led to the rise of work-from-home monitoring software like DeskTrack, which is designed to handle small or big hybrid teams to ensure companies do not suffer in productivity.
6 Ways to Calculate Hybrid Work Productivity
1. Install a Time Tracker
Installing a Time tracking software solution for a Hybrid workforce is the ideal solution for businesses where companies need to measure hybrid work productivity and payout based on the time working model, and time spent by an employee for their workday.
It is often used by freelancers to outsource & execute time-bound tasks to get track of billable hours, the same way work from home monitoring solution calculates the time of the team whether they are working or away from the system.
It’s a basic remote work monitoring system and the first feature companies seek when looking for employee monitoring setups to onboard their hybrid working teams. The digital check-in/check-out feature tracks the time when the hybrid workforce starts & ends their day.
Using DeskTrack, companies can monitor daily, weekly, and hybrid work monitoring attendance vs tasks completed with 100% transparency. Check out other required solutions here.
3. Remote Work Monitoring
It is not simply tracking the workforce or like management is doubting when people are working from home, it is just about how teams are utilizing their workday in a distributive working environment. They might be stuck at one task and unable to deliver it thus deadlines got missed & companies suffer the loss of reliability with clients.
To get work insights an activity logger must be used which keeps a log of all the activities performed by the team with the time, this log helps in analyzing employee’s behavior at work, on which tasks they are spending time assigned or unassigned ones or simply putting efforts on activities which will not add any value.
Make it a habit to check the work insights, analyze where the team is, and help them out to give quality work & achieve the desired outputs.
4. Multi-System Login
DeskTrack gives the actual work done by the employee also when the employee is working from multiple systems, it provides a detailed report from each system users have worked upon by simply installing the agent & making it login with the respective user’s login.
5. Work Reports at One Place
In the hybrid work environment reviewing work reports become tedious as the teams are distributed hence it is very important to view the team’s performance in one place.
Time tracking software for hybrid workplaces is helpful with the role-based dashboards to check the real-time view of a team’s report, admins can access the entire team report, managers can access their team report & users can check their own report, this helps in performance reviewal & identification of gaps for better performance.
6. Tangible Milestones & Equity
Companies need to make milestones tangible. Connecting monthly goals with a tangible output gives clarity to what “progress” looks like. We generally prefer to have something to show for our hard work, but this is difficult to achieve in a hybrid or remote working system. Therefore, companies need to have tangible milestones.
For example, separate departments could have priority-based tasks listed that are ticked-off by the team members of those departments after completion. There is a tangible output accompanied by a timesheet which enables the manager or the leadership to define hybrid work productivity in terms of output.
Ensure that hybrid teams have equal access to opportunities, resources, and decision-making processes to avoid disparity and build equity.
The hybrid remote work monitoring system is here to stay. The pandemic has expedited the fourth industrial revolution by prompting companies to address changing employment needs. There is a need to introduce digital fluency across all management levels and departments. And working with a hybrid workforce helps to achieve it.
Begin by noting down the key metrics involved in measuring the hybrid work productivity(it will be different for every company/business). And then work backward to establish the performance indicators suitable for a hybrid team and choose a hybrid work software accordingly.