The recent shift to fully remote work has graduated from disruption to a hybrid work model. More than 70% of employees prefer hybrid work and the 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 in collaboration with Boston consulting Group.

New work models for Indian tech companies vary from completely remote to a combination of remote and on-site. Traditional companies focus on accurate execution, but technology organizations are fluid and modular. According to the report, over 80% of the IT companies and GCCs are most likely to adopt a hybrid work model. The scale and nature of the business have evolved as key drivers of the structure of a future hybrid organization.

The way businesses operate and interact has been impacted by the Pandemic. As we are on our way to normal, organizations should analyze the behavior and choices of their employees and offer them the best of both online and offline working experiences. New working models and trends should be considered when 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, said the Managing Director and partner of the company. The last couple of years have exposed new working models that open the doors to newer talent pools and improve talent retention. Many variations are possible across a continuum of the future model of work The future model is a critical component of a differentiated employee value proposition and must be created by organizations.

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 their focus to Tier 1/3 towns. Increasing traction on tapping & retaining diverse talent pools is one of the factors that companies are adopting newer models of work.

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 tounlock employee potential, and an efficiency-driven focus to improve organizational efficiency and adaptability.

Job requirements can be used to determine best-fit hybrid models. The pattern-based professionals include Accounts processing and HR processing, Flexible professionals, Digital marketing, web application development, and stewards. Managers are expected to play a different role in the new work setup. Organizations will be expected to use digital ways of social intimacy for coaching and feedback as well as setting up random peer catchups. Managers need to encourage transparency and freedom in order to encourage a hybrid working model.

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 by incorporating more trust-based and embedded culture to retain and attract new talent.