Creating a Flexible Workplace: The Benefits of Remote and Hybrid Work Models



The traditional 9-to-5 office culture is quickly becoming a thing of the past as organizations recognize the benefits of flexible work arrangements. Remote and hybrid work models have gained popularity in recent years, and for good reason. In this article, we will explore the benefits of creating a flexible workplace and adopting remote and hybrid work models.

Improved Work-Life Balance

Remote and hybrid work models can greatly improve work-life balance. These arrangements allow employees to have more control over their schedules and reduce stress levels. With the ability to work from home or have a more flexible schedule, employees can better manage personal responsibilities, such as childcare or elder care, while still fulfilling their work obligations. This work-life balance can lead to increased job satisfaction and employee retention.

Increased Productivity

Studies have shown that remote and hybrid work models can increase productivity by reducing distractions and interruptions commonly found in traditional office environments. By allowing employees to work during their most productive hours, flexible work arrangements can lead to increased output and efficiency. Additionally, employees have more control over their work environment, which can lead to greater comfort and fewer stressors, ultimately improving overall performance.

Cost Savings

Adopting remote and hybrid work models can save organizations significant costs. These arrangements eliminate the need for large office spaces, reducing expenses on real estate, utilities, and other office-related expenses. Furthermore, employees can save on commuting costs such as transportation and parking expenses. Cost savings can allow organizations to invest in other areas, such as employee development and training.

Increased Access to Talent

Remote and hybrid work models can expand access to talent by allowing organizations to hire employees from different geographic locations. This expansion of talent pools can lead to greater diversity and inclusion within organizations. With remote work models, organizations can hire candidates based on their skills and experience, rather than location or proximity to the office. This can also lead to cost savings by reducing relocation expenses for new hires.

Positive Environmental Impact

Remote and hybrid work models can have a positive environmental impact by reducing carbon emissions associated with transportation and office buildings. By reducing the need for daily commuting, organizations can contribute to the reduction of traffic congestion, air pollution, and other negative environmental impacts. This environmental focus can enhance an organization’s reputation and improve employee morale by promoting a positive, eco-friendly mission.

Remote and hybrid work models provide numerous benefits to both organizations and employees, including improved work-life balance, increased productivity, cost savings, increased access to talent, and a positive environmental impact.

Adopting flexible work arrangements can lead to a more productive, efficient, and engaged workforce. By embracing remote and hybrid work models, organizations can attract and retain top talent while contributing to a more sustainable future. However, it is important to note that adopting these models requires clear communication, trust, and appropriate technology infrastructure. Organizations must ensure that they have the proper tools and policies in place to successfully transition to a flexible workplace.

Measure and Track the Success of Your Workplace Culture

One way you can measure and track the success of the areas of company culture is by pursuing Great Place To Work Certification. The results of our research-backed Trust Index™ survey can show you exactly where to put your culture resources.

Great Place To Work® has been surveying employees around the world about their workplace experiences for 30 years. We have developed a set of themes and metrics that not only predict whether employees feel their workplace is great, but predict retention, agility, and overall business success.

Using our proprietary Trust Index™ survey, we measure the core of what we know creates great workplaces — key behaviors that drive trust in management, connection with colleagues, and loyalty to the company.

The survey enables employees to share confidential quantitative and qualitative feedback about their organization’s culture by responding to 60 statements on a five-point scale and answering two open-ended questions.

Employees tell us whether leaders are accessible, communicate honestly and clearly, and if their actions match their words. They tell us whether they feel respected as individuals, if they receive training benefits, appreciation, support for their well-being and opportunities to contribute. They tell us whether they believe their company is fair related to pay, profits, promotions, recognition, favoritism and opportunities. They tell us if they are proud of their work, their team, and their company and if they feel they make a difference, and their work is meaningful. And they tell us whether they enjoy the people they work with, feel cared for and can be themselves.

List rankings are based on this employee feedback, which we analyze to determine the extent to which this experience is shared by the full workforce. Great Place To Work measures the differences in survey responses across demographic groups and roles within each organization to assess both the quality and consistency of the employee experience. Statements are weighted according to their relevance in describing the most important aspects of an equitable workplace.

The best companies create great work experiences not just for management, but also for their part-time employees on the front lines, for those who’ve just joined and those who’ve spent their whole career there, for every race and ethnicity, gender, neurotype, or other demographic in the organization – we look at it all. Companies with the broadest set of employees who report positive workplace experience receive the highest rankings on lists.
In addition to analyzing employee feedback for the Best Workplaces™ in Vietnam 2024 list we also consider what a company can tell us about their programs and workplace strategy. Each company also answers six essay questions that provide greater insight into how, and why the organization is great for all people. Responses are rigorously evaluated and cross-reviewed according to Great Place To Work’s research-driven criteria. From what companies share in datapoints and essays, we identify the organizations that offer the most generous, caring and innovative programs reflecting a genuine commitment to meet the diversity of their people’s needs inside and outside the workplace as validated by what employees themselves report in survey results.

Surveys must meet strict requirements for how they are distributed and the percentage of employees who respond to ensure they accurately represent honest feedback from the company’s full population. While essay responses provide important context for rankings, only survey data can garner a list placement. In the last year, Great Place To Work® surveyed companies employing more than 135,000 people in Vietnam and received more than 125,000 survey responses.

Great Place To Work identifies Best Workplaces in Asia™ by surveying 2.1 million employees in Asia and the Middle East about the key factors that create great workplaces for all and analyzing company workplace programs impacting 5.9 million employees in the region.

To be considered, companies must first be identified as outstanding in their local region by appearing on one or more of our Best Workplaces lists in Bahrain, Greater China (including China, Hong Kong and Taiwan), India, Indonesia, Japan, Kuwait, Oman, Philippines, Qatar, Saudi Arabia, Singapore, South Korea, Sri Lanka, UAE, Vietnam during 2022 or early 2023.

Companies rank in three size categories: Small and Medium (10-499 employees); Large (500+); and Multinational. Multinational organizations are also assessed on their efforts to create great workplaces across multiple countries in the region. They must appear on at least two national lists in Asia and the Middle East and have at least 1,000 employees worldwide with at least 40% (or 5,000+) of those employees located outside the headquarters country.

To determine the 2022 Vietnam Best Workplaces™, Great Place To Work®️ analyzed confidential survey feedback representing nearly 20,000 employees across different industries in Vietnam. Employees responded to over 60 survey questions describing the extent to which their organization creates a Great Place To Work For All™️.

85% of the evaluation is based on what employees say about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. Great Place To Work analyzes these experiences relative to each organization’s size, workforce make up, and what’s typical in their industry. The remaining 15% of the rank is based on an assessment of all employees’ daily experiences of innovation, the company’s values, and the effectiveness of their leaders, to ensure they’re consistently experienced.

To be considered, companies had to meet the Great Place To Work-Certified™ standard. To ensure survey results truly represent all employees, Great Place To Work requires that Trust Index©️ survey results are accurate to a 95% confidence level with a 5% margin of error or better. We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results. 

Companies with 10-99 people were considered for the Small category, companies with 100-999 people were considered for the Medium category and companies with 1000+ people were considered for the Large category.