More than 70% of employees prefer hybrid work, while the same sentiment has been expressed by both IT companies and tech service buyers.

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The recent shift to fully remote work has graduated to a hybrid model due to the disruption caused by the Pandemic. More than 70% of employees prefer hybrid work while similar sentiment has been expressed by both IT companies and tech service buyers. The report titled “Shaping the Future of Work in India’s Tech Industry” was launched today by the National Association of Software and Services Companies (NASSCOM) in collaboration with Boston consulting Group (BCG).

Indian tech companies have started adopting new work models which vary from completely remote to a combination of remote and on-site. Traditional companies are focused on accurate execution while technology organizations are fluid and modular. Over 80% of the IT companies are most likely to adopt a hybrid work model as compared to the rest of the industry segments according to the report. The scale and nature of the business have evolved into key drivers of a future hybrid organization.

The way businesses interact and operate 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. They should take into account the new models and trends while designing the future of work structure.

The Tech industry is at the forefront of innovation, and industry is experimenting with unique and innovative solutions to create a workplace of the future. 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 are possible. The future model is a critical component of a differentiated employee value proposition.

The course in the future.

In a bid to attract and retain highly skilled talent which is spread across geographies, organizations are not just looking at remote work models but also are planning to change their geographical footprint and shift the 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.

Changes are expected to be made to the organizational structure to make the work more collaborative and engaging for employees. Depending on the nature of the organization, this will include a creativity-driven focus to unlocked employee potential and an efficiency-driven focus to improve organizational efficiency.

Job requirements can be used to determine best-fit hybrid models. The pattern-based professionals include Accounts processing and HR processing, as well as Flexible professionals (Digital marketing, web application development) and Stewards. Managers are expected to have a different role in the new setup. Organizations will be expected to set up random peer catchups and use digital ways of social intimacy for coaching and feedback sessions. 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 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 by incorporating more trust-based and embedded culture to retain and attract newer talent.