The pandemic forced ‘office based’ companies worldwide to rethink traditional working models, pushing remote work into the mainstream. As we settle into the new normal, the debate between fully remote work, hybrid models, and a return to the office is more relevant than ever. Each model has advantages and disadvantages, and the choice your company makes should be informed by not only the business needs but also consideration employee preferences.
This blog looks at the variable options when roles have the possibility of being conducted remotely and in an office:
The Rise of Remote Work
Remote work has been one of the most significant changes to emerge from the pandemic. Once considered a perk, it quickly became a necessity for many organisations. Are there benefits to remote working? Yes. According to a study by AXA Health1, working from home can lead to better work-life balance, increased productivity, and reduced stress levels. Employees save time on commuting, which can translate into more time for family or hobbies, leading to a happier, more satisfied workforce. Additionally, remote work can reduce overhead costs for companies, as they require less office space and resources.
So, what are the disadvantages? One of the primary concerns is the impact on company culture – this was an issue for Twitter2. The absence of face-to-face interactions can lead to feelings of isolation and a weakened sense of team cohesion. The National Center for Biotechnology3 Information notes that remote work can blur the boundaries between work and personal life, leading to burnout if not managed carefully. Furthermore, businesses are questioning productivity and output, but again this varies from business to business.
The Hybrid Approach: Best of Both Worlds?
Is there a compromise between fully remote and being in the office full-time? Hybrid working is that middle ground; it offers the flexibility of working from home while still maintaining some level of in-person interaction. According to the CIPD, hybrid working allows organisations to benefit from the advantages of remote work while also fostering collaboration and maintaining a strong company culture through regular in-office days.
One of the key advantages of hybrid working is its flexibility. Employees can make up their own minds as to where they work. As an organisation you may decide to put into place certain guiding principles, such as the employee needs to be in the office three out of five days a week or they need to work from their home address. This model can cater to diverse employee needs, making it a more inclusive approach.
Hybrid working can present issues for a business. For instance, if there is no clear policy on hybrid working it can create disparities between employees who are more frequently in the office and those who are not. It may be harder for managers to keep a track of all of their team when they are spread out potentially leading to feelings of exclusion or a lack of visibility for remote workers.
The Case for the Office
There is still an argument for employees having a full-time office presence. Many have argued that the office is essential for fostering a strong company culture, encouraging spontaneous collaboration, and maintaining a clear separation between work and home life. Forbes notes that some companies are eager to bring employees back to the office to rebuild a sense of community and ensure alignment with the company’s mission and values.
Offices provide a structured environment that can be particularly beneficial for certain roles and personality types. Research undertaken by IPSOS highlight this point, ‘53% of 18-24-year-olds report feeling always or frequently lonely and learn less essential skills if they work less than three days a week in the office’4.
However, mandating a full-time return to the office may not be desirable for all employees. The Forbes article5 highlights that many workers have grown accustomed to the flexibility of remote work and may resist returning to a traditional office environment. Forcing employees back into the office without considering their preferences could lead to dissatisfaction and, ultimately, higher turnover rates.
Taking a Balanced Approach: Listening to Your Employees
Given the pros and cons of each working model, the most effective approach is likely to be one that balances business needs with employee preferences – the hybrid approach. Engaging with employees and giving them a voice in the decision-making process is crucial. According to the CIPD6, understanding employee needs and preferences can help organisations design working arrangements that boost productivity, job satisfaction, and retention.
Conducting surveys, holding focus groups, and maintaining open lines of communication can provide valuable insights into what your workforce wants7. For example, you might find that some employees prefer the structure and social aspects of the office, while others value the flexibility and autonomy of remote work. Hybrid models can offer a flexible solution that meets a range of needs, but they must be carefully managed to avoid potential pitfalls.
The main take away from this blog should be to aim not to be unilateral in your approach to flexible working. Each employee will have their own unique circumstances, and tailoring your businesses approach to work location will keep staff engaged but also retained. If you need help creating a flexible working strategy and policy, please get in touch with View HR, our team of experts will be happy to help.
