PONDERING THE TRANSISITION FROM NINE-FIVE MODEL TO THREE-TWO-TWO MODEL.

–Aakash Samanta (Class of 2021, IBS Hyderabad)

“The secret of change is to focus all of your energy, not on fighting the old, but on building the new”.

Global On-going pandemic has been a lesson to each one of us, has made us flexible and distribution of vaccines has begun with the optimistic view, that could give an end to the pandemic. A global pandemic has indeed made us flexible in the way we think and the way we work! Exciting, yeah? Work from home then, was initially the greatest challenge now it has become a new normal.

The perception of a new normal has given us different meanings and different solutions. It has become productive and on the other side of the coin, there had been a massive lay-off and shutdown in the plants and offices. There had been numerous transitions to the business models of some companies. Business leaders are being forced to rethink and reimplement the strategies about the work allocation after the post-pandemic era. The biggest question is whether it is safe to call the employees to the office?

According to the recent statement by one of the Harvard professors, the biggest long-term shift may be the transformation in numbers that govern our professional working hours. At many offices, after the Pandemic 3-2-2 can replace the traditional format of the 9-5 job.

How does it look like?

It is the middle way to the perfect compromise, which highlights a prediction from Harvard’s business school splitting the differences between the 9-5 job and 3-2-2 model. Three-two-two model suggested by LinkedIn editor Andrew Seaman, summarizing his prediction.

“Companies may let employees work from home for three days in office, two days in the remote or working from home and two days off per week”

As the jobs in Technical and Financial sectors need flexibility (73% and 67% respectively), the recent data from LinkedIn’s workforce confidence index shows roughly 47% of professionals in the United States of America believe that companies will be allowing them working to be partially from remote.

Importantly, the other sectors and regions must look to adapt the working style in different regions as per the requirements stating the needs and constraints of the task.

There is indeed a huge difference between voluntarily staying at the office for long hours and feeling pressured into their performance. Some people love being engaged in their tasks, and there is plenty of possible reasons behind that. However, the same psychological impairments will not be displayed usually as those who regularly do the same thing because they are forced to.

Conclusion: Why is it important?

It would enable the employees, to keep up the freedom with the daily exercise routines, hobbies, family parties, and enjoying with colleagues as they come to the workplace. It would help them in boosting up the connections in-office encounters while enabling freedom.

Organizations must try this mixed approach to “in-person and remote”, which might result in happier employees, higher productivity, and reduced absenteeism. This model can be the mutual growth for employees and the organization.

Employee’s flexibility and demand are given the most priority which organizations look for to improve productivity and enhancing the organization’s sustainable growth model.

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