Blended Workforce

What Is a Blended Workforce?

An organization with a blended workforce has hired employees under multiple work arrangements. These may include a mix of:

As the pandemic reshaped the modern workforce, 70% of HR teams expected to create blended workforce policies moving forward.

The Dos (and Don'ts) of a Hybrid Workplace

Hybrid workplaces promise the best of both worlds—but companies often struggle to find the right balance between remote and in-office culture. Follow these tips from BambooHR to cultivate a collaborative and thriving workplace.

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How Should Employers Structure a Blended Workforce?

Many employers combine permanent and temporary staff or those in the office and remote for maximum efficiency.

The types of employees in your organization’s blended workforce will likely depend on your industry and goals.

For example, some roles are easily filled by long-term independent contractors: IT support, accountants, or graphic designers, to name a few.

Other roles are best suited for on-demand workers: farmworkers, sales associates, receptionists, and more. Some industries, such as healthcare or hospitality, are heavily dependent on location and in-person services.

What Are the Benefits of a Blended Workforce?

A blended workforce provides benefits both to employers and employees.

Many employers enjoy the following advantages:

For employees, especially those who don’t work full-time, the benefits include the following:

What Are the Disadvantages of a Blended Workforce?

One potential disadvantage of a blended workforce for both employers and employees is disengagement. Employers may worry that nontraditional employees will feel left out because they aren’t involved in the normal day-to-day and typically receive less support.

However, recent surveys show remote work may not affect average engagement levels: 38% of hybrid and remote employees reported being engaged at work. In contrast, 34% of on-site, remote-capable employees and 29% of non-remote-capable employees reported being engaged.

Communication is the key to keeping remote and hybrid workers engaged. Employees who said they received meaningful feedback from a supervisor in the last week are four times more likely to be engaged at work.

Creativity may also be affected by the blended workforce. One recent study found that in-person pairs collaborate more effectively, generating more creative ideas when compared with virtual pairs.

When Should Employers Use a Blended Workforce?

Employers should use a blended workforce when the benefits of doing so outweigh the disadvantages. If you’re dealing with these concerns, you should consider a blended workforce:

Here are more specific examples of when employers could use a blended workforce:

What Are the Unique Needs of Employees in a Blended Workforce?

Employees’ unique needs in a blended workforce have mostly to do with training, communication, and engagement.

While the traditional workforce typically has ready access to these opportunities, employees in a blended workforce may need special accommodations:

How to Foster Employee Engagement in a Blended Workforce

Employers need to make sure that they’re engaging all employees, whether remote or in person, full- or part-time, independent or contingent.

Focus on the most rewarding aspects of work to keep employees engaged:

As an employer, you can take these specific steps:

A blended workforce can be a real benefit to your bottom line and help your business grow. However, you must make sure temporary and part-time employees feel like they’re part of the team. Focus on communication, culture, and recognition to make your entire workforce thrive.

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