You read it right. If you are salaried and employed, become ready for the new hybrid reality of organizations discussing the practice of fixing the salary based on micro-geographies. With most organization restarting their office air- conditioners after two years, exotic new workplace policies have started to float to encourage employees to return to work.
For instance, if you are a software engineer who opted to work from home" from your native town away from the hustle and bustle of Tier 1 city, trend discussions in the HR corridors have started to play the salary differential dice for people opting to work from the office than those working at the comfort of their home. New salary components may be added as an incentive for early returners to the office. The expectation is to resurrect the edifice of work from office culture.
People working from home in Tier 2 and 3 geographies might start seeing trends of salary increases falling short of people working from the office. Hub and spoke model of office is gaining space with large organizations opting to look for shared workspaces.
Certain biases have also been discussed on social media of managers giving higher than average ratings to those working from the office.
For the salary micro-geographies trend to evolve to a standard practice shall take years if not months, organizations are weary as they have been beaten with high resignation rates. So even if it is a discussion trend, my view is to expect the trend to become a reality in organizations. When employees have started to demand hybrid, they have to accept the trade-off.
Srinivas A
Co-Founder
Peopleverse
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