When it comes to the future of work, there seems to be no escaping the hot topic of hybrid work. It’s a debate that’s been raging since employers first started adapting their ways of working during Covid-19 and continues to be a heavily debated topic even now.
Do we expect this debate to be settled any time soon? In a word, no.
So how can companies ensure they’re set up to attract (and retain) top talent as the war for the best people is set to continue? We look at the pros and cons of hybrid working and the ways companies are attempting to make this work for their teams and companies.
In recent times, we’ve seen companies proclaiming that employees will never need to work from an office again, only to rescind their initial claims with calls to return to the office.
As we look specifically at emerging workforces, we can see that 75% of Gen-Z and millennials prefer a hybrid or remote working pattern, highlighting how the pandemic taught employees that flexibility is not a pipe dream, it can be a reality. Now, candidates are demanding flexibility – and companies are working hard to find that sweet spot to remain competitive.
In a turbulent job market, where each and every hire is vital, companies are looking at how to attract, recruit and retain top talent. With 87% of workers who are considering a job change being interested in hybrid or fully remote positions, does this mean hybrid work is the way forward?
We break down some of the arguments for – and against – hybrid work.
Pros of hybrid working
- Increased flexibility
Is there anything more appealing about hybrid work than the offer of flexibility for employees? Employees have had a taste of the ‘good life’, with the ability to choose how – and where – they work, whether at home, a co-working space or even a coffee shop.
This isn’t just the luxury of choice about working patterns but highlights a level of trust between employer and employee in getting the job done, regardless of geography.
With that flexibility, often comes an increase in productivity and job satisfaction; 57% of respondents in a recent PwC survey said that remote and hybrid working has provided a short-term productivity boost in most workplaces.
The lack of geographic restrictions can also widen the candidate pool for employers, as they aren’t limited by a commutable radius.
However, many companies – and roles – can’t as easily offer this opportunity for employees. As we look at many frontline roles such as healthcare, drivers, cleaners and logistics, often there is a necessity for these roles to be onsite to manage the demands of the role. However, in a recent Gartner Frontline Worker Experience Reinvented Survey, 58% of organizations that employ frontline workers have invested in improving their employee experience in the past year.
- Cost savings
Hybrid work can also lead to cost savings; for employers and employees. While employees can save money on commuting costs, employers are seeing significant savings on office-related expenses as they swap expensive central city locations with smaller satellite or flexible office locations to suit their evolving needs – reducing long-term rents weighing down balance sheets, utility costs and office supplies.
This, in turn, allows companies to directly invest that money saved into benefits for employees.
- Work-life balance
Often described as the ‘holy grail’, striking the balance between work-life balance can have huge potential benefits for all involved. With the set restrictions of 9-5 working being disrupted for a more fluid way of working, companies are enabling employees to have more control of their time.
Hybrid can lead to better work-life balance, with 78% of respondents in a recent survey by Cisco stating that hybrid or remorse work improved their wellbeing. With more transparency and flexibility, employees are able to work around their family or personal commitments, such as school runs or doctor appointments.
Interestingly, this is often leading to an increase in productivity as employees feel more empowered and trusted by their companies vs being micro-managed – leading to job satisfaction.
Cons of hybrid working
Before we assume it’s all sunshine and roses, let’s examine some of the downsides of hybrid working that both companies and employees are facing.
- Reduced face-to-face interaction
Often cited as one of the biggest negatives of hybrid working, the lack of face-to-face time with colleagues can have an impact on performance – including feeling disconnected and giving employees a harder time communicating with one another.
While technology is helping bridge the gap, remote workers can often feel left out of calls, meetings and those all-important unplanned conversations that happen in the office. This requires companies to really focus on how they can deliver an experience that works for all employees.
For some companies such as Disney, where creativity is a premium, they’re now calling on a return to the office, with returning CEO, Bob Iger stating that ‘In a creative business like ours, nothing can replace the ability to connect, observe, and create with peers that comes from being physically together, nor the opportunity to grow professionally by learning from leaders and mentors”.
With other high-profile companies such as Apple, Salesforce and Starbucks calling for a return to the office once more, will other companies follow suit?
- Potential for distractions
Often a contentious issue for all involved is the potential for distractions at home that can interrupt working patterns; family members, household chores, and your ‘at-home’ working environment.
What boosts productivity for some, can be a real distraction for others who, if not careful, could find themselves endlessly doom-scrolling Instagram as workers struggle with the lack of structure and routine.
- Blurred boundaries for employees.
Do many employees miss the daily grind of a commute? Possibly not, but a commute allows for employees to switch off, to reframe, to draw a hard line between work life and home life…and when that disappears, it’s easy for employees to find themselves working extra hours under the weight of that “always-on” feeling of never truly disconnecting.
With more than 80% of human resources executives saying that hybrid is proving to be exhausting for employees, more needs to be done to create an effective divide between work-life balance, ultimately, reducing the risk of employee burnout and enabling high-performing teams.
Creating a business culture that works for all involved…
In 2023, companies are working – and often evolving – at a feverish pace to keep up with the needs and demands of employees in order to hire the best. It’s why we still see companies continuing to invest in their offices to create an environment where employees want to spend their time.
Almost two years post Covid-19 – the catalyst for most of this discussion – there seems to remain no hard and fast rule. Instead, we’re seeing companies trying to balance what works for their productivity and bottom line, by supporting their employees to adapt to this newfound flexibility and freedom.
Looking for high-quality candidates for your company? Whether you’re looking to fill hybrid, remote or office-based roles, we’d love to help. You can learn more about how we can help or chat with us here.
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