Building strong culture and changing leadership role is paving the way for hybrid work model: NASSCOM BCG Future of Work Report

Building strong culture and changing leadership role is paving the way for hybrid work model.

By Express Computer
Last updated Jun 9, 2022

The recent shift to fully remote work has graduated to a hybrid work model because of the disruption caused by the Pandemic. More than 70% of employees prefer hybrid work and the same sentiment has been expressed by both IT companies and tech service buyers, according to the report.

Indian tech companies have started adopting new work models which vary from completely remote to a combination of remote and on-site to completely on-site. Traditional companies focus on accurate execution, but technology organizations are fluid and modular. According to the report, over 80 percent of the IT companies are most likely to adopt a hybrid work model as compared to the rest of the industry segments. The structure of a future hybrid organization has evolved due to the scale and nature of the business.

The way businesses operate and interact around the globe has been impacted by the Pandemic.

Organizations should analyze the behavior and choices of their employees and offer them the best of both offline and online working experiences as we are on our way to normalcy. New working models and trends should be considered while designing the future of work structure.

The Tech industry is at the verge of innovation, and industry is experimenting with unique and innovative solutions to create a workplace of the future, according to the Managing Director and partner of BCG India. The last couple of years have exposed organizations to newer working models that open the doors to newer talent pools and improve talent retention. Many variations of the future model of work can be found across the continuum. The future model is a critical component of a differentiated employee value proposition.

The course will be in the future.

In a bid to attract and retain highly skilled talent which is spread across geographies, organizations are not only looking at remote work models but also are planning to change their geographical footprint and shift their focus to Tier 1/3 towns. The newer models of work include higher adoption of pay on-demand models to increase traction on tapping and retaining diverse talent pools.

Organizational structure is expected to undergo some changes with the transition to a new work model Depending on the nature of the organization, this will include a creativity-driven focus to unlock employee potential, and an efficiency-driven focus to improve organizational efficiency.

Job requirements can be used to determine the best-fit hybrid models. This will range from pattern-based professionals which include Accounts processing and HR processing, to Flexible professionals (Digital marketing, web application development) and stewards. In the new setup, the role of managers is expected to change. Organizations will be expected to use digital ways of social intimacy for coaching and feedback sessions, as well as setting up random peer catchups. Managers need to encourage an overallecosystem of transparency and freedom as a hybrid working model demands putting trust and giving employees autonomy over work that they do.

As companies begin to call employees back to work, they must now build their value proposition around three fundamental pillars: developing newer talent pool with domain specific skills to execute ER&D projects, supporting variability in contractual agreements and capacity delivered, and forecasting. The chain of culture needs to be strengthened to retain and attract newer talent.

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