"For jobs that allow it, hybrid work is the new normal, allowing employees to work both remotely, usually from home, and in the office. But hybrid work is also creating cultural shifts, and workers and managers must navigate ways to keep people connected, social and happy in the blended workplace. How to do that? Video calls can't replicate real-world interactions, and the kinds of activities companies organise to build culture and morale can fall flat in a virtual format."
"This is particularly relevant to me because my research interests cover the social aspects of work life, with a specific focus on workplace fun, humour and happiness. So, to explore how we're all adapting, I immersed myself in two local companies to experience how they maintained a fun culture when some workers were online and others worked in the office."
"Workers were unanimous in wanting to retain hybrid work. They claimed it made them happier due to the freedom, flexibility and autonomy it allowed - and, most importantly, the feeling they were trusted by their company. They listed the now familiar benefits of hybrid working: saving time and money by not having to commute every day, being able to manage family and pet care needs, going for a walk in nature during the workday, or working online from a ca"
Hybrid work allows employees to split time between remote settings and the office, providing freedom, flexibility, autonomy and a strong sense of trust. The arrangement reduces commuting costs and enables better management of family, pet care and wellbeing activities during the workday. Hybrid models shift workplace culture and challenge traditional social interactions, as video calls often fail to replicate in-person dynamics and many virtual morale activities can fall flat. Observations and interviews across multiple companies found vibrant, fun cultures being actively maintained, while also revealing that workplace fun is subjective and risky when it is forced.
Read at The Conversation
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