Hybrid work

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Whether you want a quiet and focused workspace, a desk close to your colleagues or a space with an inspiring view, we’ve got you covered.

It only takes a few clicks to reserve your desired space in the office or release it when working from home. Flexibility is key, and our platform makes it easy to customize your workday according to your preferences.

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MyDesk isn’t just for those with flexible workspaces. For many of our customers, the majority of employees have fixed workstations, but MyDesk still plays an important role. The system allows everyone to see who is in the office on any given day, promoting collaboration and communication.

In addition, MyDesk can help you make the most of your office’s capacity.

When an employee who normally has a fixed seat works from home, their seat can be released and made available to others.

Customized to your company's design and office layout

Customizing MyDesk to your company’s unique design, logo and layout is crucial to the user experience. This creates a sense of consistency and familiarity, whether employees are using the solution on mobile, desktop, Teams or Outlook.

They are presented with a consistent and recognizable experience that feels like a natural extension of the company’s brand. It doesn’t feel like an external platform, but an integral part of the company’s environment.

In addition, we offer free floor plan maintenance if you need to reorganize your office.

Our research shows that this tailored approach significantly increases employee usage and satisfaction compared to a standard solution where MyDesk’s logo and colors dominate.

Design and customization is not just aesthetics, it’s central to user engagement and satisfaction.

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Louise, Henrik og Jesper - MyDesk

Hybrid working is a working model that combines elements of both remote and traditional office work. In this model, employees have the flexibility to work from home or other off-site locations for a portion of their working hours, while also spending time in the office to attend meetings, collaborate with colleagues and perform other tasks that require physical presence. This model has become more popular as a solution to the challenges that have arisen in the wake of the COVID-19 pandemic, balancing the need for personal interaction with the need for flexibility and autonomy at work.

Pros and cons of hybrid working

Hybrid working is a working model that combines elements of both remote and traditional office work. This model has become more popular in the wake of the COVID-19 pandemic, as many companies have found it necessary to adapt to new working conditions. But as with any working model, there are both pros and cons to hybrid working.

One of the most obvious benefits of hybrid working is flexibility. Employees have the option to work from home some days and in the office other days, which can help with work-life balance. This can also reduce commute time and costs, which can be a great benefit for those who live far from their workplace.

Hybrid working can also increase productivity. Some employees find it easier to focus and be productive when working from home, while others thrive in an office environment. By allowing employees to choose where they work from, companies can potentially increase overall productivity.

On the other hand, there are also disadvantages to hybrid working. One of the biggest challenges is communication. While technology has made it easier to communicate remotely, there are still challenges associated with coordinating and communicating effectively in a hybrid work environment. This can lead to misunderstandings and inefficiencies if not handled correctly.

Another disadvantage is the risk of isolation. While some employees enjoy working from home, others may feel isolated and disconnected from their colleagues. This can affect employee wellbeing and engagement, which can ultimately have a negative impact on business performance.

Finally, hybrid working can also create challenges in terms of management and supervision. It can be harder for managers to monitor employee performance and provide feedback when employees work in different locations. This requires a high level of trust and autonomy from employees, which isn’t always possible in every organization.

Overall, there are both pros and cons to hybrid working. It’s important for businesses to consider these factors carefully when deciding if this working model is right for them. It’s also important to have clear guidelines and systems in place to deal with the challenges that can arise in a hybrid work environment. With the right planning and management, hybrid working can be an efficient and flexible solution that benefits both businesses and employees.

How to implement hybrid working effectively in your business

Hybrid working is a working model that combines both remote and in-office work. This model has become more popular in the wake of the COVID-19 pandemic as companies have had to adapt to new working conditions. But implementing hybrid working effectively in your business requires careful planning and strategy.

First of all, it’s important to define what hybrid working means for your business. This can vary from company to company, depending on the size of the business, industry and work style. For some, this may mean that employees work from home a few days a week, while for others it may mean that some employees work full-time in the office while others work full-time from home. It’s important to have a clear definition so that everyone in the company understands what is expected of them.

Once you’ve defined what hybrid working means for your business, the next step is to develop a plan for implementation. This can include creating guidelines for when and how employees can work from home, making sure all employees have the necessary technology and equipment to work effectively from home, and creating communication and collaboration systems that work both in the office and from home.

It’s also important to consider employee needs and preferences. Some employees may thrive working from home, while others may need the structure and social aspect that comes with working in the office. By giving employees the flexibility to choose how and where they work, you can help increase their satisfaction and productivity.

Finally, it’s important to remember that implementing hybrid working is an ongoing process. You may need to adjust your plan on an ongoing basis, based on feedback from employees and changes in working conditions. It’s also important to communicate clearly and frequently with employees about any changes so they know what to expect.

Implementing hybrid working can be a challenge, but with careful planning and strategy, it can be an effective way to adapt your business to the modern workplace. By taking into account employee needs and preferences, and by being flexible and open to change, you can create a working model that benefits both your business and your employees.

Hybrid work: The work model of the future?

Hybrid work
Hybrid working is a working model that combines the best of both remote and traditional office work. This model has become increasingly popular in the wake of the COVID-19 pandemic, with many companies having to adapt to new ways of working. But is hybrid working really the future of work?

Hybrid working allows employees to work from both home and the office. This provides a greater degree of flexibility and can help improve work-life balance. Employees can customize their workday to their personal needs and preferences, which can lead to increased productivity and satisfaction.

On the other hand, hybrid working also allows companies to maintain a certain degree of physical presence. This can be important for maintaining company culture, promoting collaboration and ensuring employees have access to the resources they need. Plus, it can help ensure employees don’t feel isolated or cut off from their colleagues.

But as with any working model, there are also challenges associated with hybrid working. For example, it can be difficult to ensure that all employees have access to the necessary technological tools and resources to work effectively from home. There may also be questions about how best to manage and monitor employee performance when working in different locations.

Additionally, there may be concerns about how to maintain a strong company culture and foster collaboration in a hybrid working model. It can be harder to build relationships and create a sense of community when employees aren’t physically present in the office every day.

Despite these challenges, many believe that the benefits of hybrid working outweigh the drawbacks. With the right planning and management, companies can create an efficient and productive hybrid work model that meets both business and employee needs.

It’s also important to note that hybrid working is not a one-size-fits-all solution. What works for one company may not work for another. It is therefore important for companies to consider their unique needs and circumstances when considering implementing a hybrid working model.

Ultimately, it’s likely that hybrid working will become a more common working model in the future. With the continued evolution of technology and an increasing demand for flexibility from employees, it’s clear that the work landscape is changing. And while there are still many questions to be answered, it’s clear that hybrid working has the potential to be an important part of this new era.

How hybrid working affects employee wellbeing

Hybrid working is a working model that combines elements of both remote and onsite working. This model has become more prevalent in the wake of the COVID-19 pandemic, with many companies having to adapt to new ways of working. But how does this model affect employee wellbeing?

To understand this, it’s important to look at the different aspects of hybrid working. On the one hand, it gives employees a greater degree of flexibility. They can work from home when it suits them and come into the office when needed. This can reduce the stress associated with commuting and give employees more time to focus on their work.

On the other hand, hybrid working can also bring challenges. For example, it can be difficult for employees to separate work and leisure when working from home. This can lead to overwork and stress. Additionally, it can be difficult to maintain a strong company culture and effective communication when employees are not physically present in the office.

To address these challenges, it’s important for companies to implement clear guidelines and support for hybrid working. This can include setting clear expectations for working hours, offering mental health support and ensuring effective communication channels are in place.

There are also a number of different strategies that companies can use to promote wellbeing in a hybrid work model. For example, they can offer flexible working hours so employees can adapt their working day to their personal needs. They can also offer support for employees who work from home, such as providing equipment for the home office or offering mental health support.

Furthermore, companies can work to maintain a strong company culture even when employees work in different locations. This can include holding regular team meetings, celebrating successes together and ensuring all employees feel valued and included.

Overall, hybrid working can have both positive and negative effects on employee wellbeing. It’s up to companies to navigate these challenges and find the right balance to ensure all employees can thrive in this new working model. With the right approach, hybrid working can be an effective way to increase flexibility and productivity while maintaining employee wellbeing.

Best practices for leadership in a hybrid work model

Hybrid working is a working model that combines elements of both remote and onsite working. This model has become more popular in the wake of the COVID-19 pandemic as companies seek to adapt to a new normal. But leading in a hybrid working model can be challenging. Here are some best practices for managing in a hybrid work model.

First and foremost, it’s important to establish clear communication channels. In a hybrid working model, employees can work from different locations and at different times. Therefore, it’s crucial to ensure that all employees have access to the information they need, when they need it. This can be achieved by using digital tools such as email, chat programs and video conferencing software.

Next, it’s important to create a culture of trust. In a hybrid work model, managers can’t always see what their employees are doing. That’s why it’s important to trust employees to do their jobs effectively, even when working remotely. This can be achieved by setting clear expectations, providing feedback and recognizing employee contributions.

Furthermore, it’s important to ensure that all employees feel included. In a hybrid working model, it can be easy for some employees to feel isolated or overlooked. That’s why it’s important to take steps to ensure all employees feel valued and part of the team. This can be achieved by holding regular team meetings, encouraging collaboration and providing opportunities for social interaction.

Finally, it’s important to be flexible. In a hybrid working model, employee needs and preferences can vary. Some employees may prefer to work from home, while others may prefer to work in the office. Therefore, it’s important to be open to different working styles and adapt as needed. This can be achieved by offering flexible working hours, allowing remote working and respecting employees’ personal preferences.

Ultimately, leadership in a hybrid work model is a balancing act. It requires both maintaining structure and order while allowing for flexibility and autonomy. By following these best practices, leaders can help their teams thrive in a hybrid work model while achieving company goals.

Conclusion

Hybrid working, a model that combines remote and onsite working, has become more popular as a flexible and efficient way of working. It allows employees to balance personal and work time while maintaining productivity and collaboration within the team. However, it also requires companies to adapt their management strategies and infrastructure to support this new way of working.

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Henrik, Jesper og Louise - MyDesk

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