Did you know that in 1979, IBM started a homeworking experiment with five employees, which grew to 2,000 employees by 1983 (Lopez, 2022)? This initiative laid the foundation for flexible working, or hybrid working. In the Netherlands, hybrid working has become increasingly important in recent years. Especially due to the corona pandemic, working from home, combined from an office location, is the new norm for many people. But hybrid working is more than just alternating between the office and working from home. It is a new working model that affects not only how we work, but also how companies are set up. What exactly does hybrid working entail for both organisations and employees? In this article, we explore what hybrid working means, how it is developing in the Netherlands, and what trends and challenges are involved.
What is Hybrid Working?
Hybrid working means that employees can decide how they organise their work, depending on their position, organisation and personal preferences. This can range from working in the office and from home, to working from other locations such as coworking spaces. The idea behind hybrid working is to give employees more flexibility, allowing them to better combine work and private life while being more productive (Buitelaar et al., 2021). In the Netherlands, we see more and more different forms of hybrid working, from flexible working hours to combining work with side jobs. Companies are also adapting their organisational forms to incorporate hybrid working strategies. According to the Social and Cultural Planning Office (2023), there is a clear increase in flexibility in working models, especially among younger generations, who are increasingly opting for a better work-life balance.
Types of Hybrid Work in the Netherlands
- Part-time work and Independence
A notable trend is the growth of part-time workers and self-employed entrepreneurs. In the Netherlands, we see more and more people combining their freelance work with a part-time job. According to CBS (2022), about 16% of employed people in the Netherlands are self-employed alongside their regular job. This development offers a lot of freedom, but also creates uncertainty, as job security is often lower than in a traditional full-time job. - Hybrid Organisations
Hybrid organisations combine different working models and sectors to promote innovation and flexibility. A good example is the Hilversum Media Campus, where the media and education sectors come together. This type of hybrid workplace encourages collaboration and creative thinking, leading to new ideas and innovative ways of working (Da Costa & Lodders, 2022). Hybrid organisations can form bridges between different sectors and create new ways of working that may not have been possible before. - Multiple Jobs and Demographic Trends
Another notable trend is combining multiple jobs. This is increasingly seen among 45-64-year-olds, who more often opt for self-employment or a part-time job alongside their regular work. According to the SCP (2023), hybrid work models like this offer more control and flexibility for workers, especially at a time when temporary contracts and financial insecurity are becoming more common.
Opportunities and Challenges for Businesses and Employees
- Opportunities in Sustainability and Innovation
Hybrid working allows companies to promote innovation and sustainability. It can help reduce energy consumption, as fewer employees travel to the office every day, reducing CO2 emissions (TNO, 2023). This allows companies to reduce their impact on the environment while contributing to societal goals. - Financial Stability and Job Security
One of the biggest challenges of hybrid working is ensuring financial stability for workers. The self-employed in particular face uncertain income. Almost 60% of the self-employed in the Netherlands do not receive a fixed income throughout the year, leading to financial insecurity (CBS, 2022). Employers should not only look at workplace flexibility but also ensure the financial security of their employees. This can be done, for instance, by offering flexible working conditions and a supportive work structure.
Conclusion
Hybrid working is no longer a temporary trend in the Netherlands, but a structural change that has dramatically altered the way we work. It offers companies opportunities to respond more flexibly to change and drive innovation, while employees benefit from a better work-life balance and more autonomy. Yet uncertainty about job security and income remain key challenges. In the coming years, hybrid working models will become increasingly integrated in the Dutch labour market, and it will be interesting to see how employers and employees deal with the emerging trends and challenges.
References
- Buitelaar, E., Bastiaanssen, J., Hilbers, H., Hoen, M. T., Husby, T., Christian, L., Van Der Staak, M., Snellen, D., & Weterings, A. (2021, 9 September). Homeworking and its impact on living, working and mobility: in search of trends, trend breaks and opportunities due to corona. Utrecht University. https://research-portal.uu.nl/en/publications/thuiswerken-en-de-gevolgen-voor-wonen-werken-en-mobiliteit-op-zoe
- Central Bureau of Statistics (CBS). (2022). Part-time work and self-employment in the Netherlands. CBS.
- Da Costa, S., & Lodders, J. (2022). New hybrid organizations creating bridges through innovative educational solutions: The case of Hilversum Media Campus, the Netherlands. Industry and Higher Education, 36, 381 - 397. https://doi.org/10.1177/09504222221106117
- Lopez. M. (2022). The Evolution of Remote Work in the US: From A Trend to a Mainstay. Jobsity.
- Social and Cultural Planning Office (SCP). (2023). Trends in the Dutch Labour Market. SCP.
- TNO. (2023). Sustainability and hybrid working models: Impact on energy consumption. TNO.
