Flexibility wins: Why hybrid working is your competitive advantage
Post-Covid, there's been a renewed push to get employees back into the office. The reasons vary: expensive office leases that need justification, the challenges of managing remote teams, and a belief among some leaders that productivity is higher when employees are physically present. But in the rush to return to the office, companies risk overlooking a crucial fact - flexibility remains one of the most powerful tools for attracting and retaining top talent.
A pandemic shift in hiring
During the pandemic, companies radically changed their hiring practices. Not only did they adapt to having existing employees work from home, but they also recruited and onboarded entirely remote teams. For many, ‘returning’ to the office 3-4 days a week is not returning at all - it’s an entirely new way of working that contradicts the environment in which they were hired.
Remote hiring allowed businesses to expand their talent pools, selecting the best candidates for the job, rather than limiting themselves to those within commuting distance. Now, as the pendulum swings back toward in-office mandates, companies must ask themselves: are they prioritising office occupancy over access to top talent?
Industry perspectives on returning to the office
While some business leaders, like former M&S boss Stuart Rose and Alan Sugar, have been vocal about their belief that working from home isn’t “real work” and that employees should be in the office, others are recognising the risks of enforcing rigid return-to-office policies. For example, Citigroup has opted to reinforce its hybrid model.?
The reality is that employees may comply with return-to-office mandates, but only temporarily. Research shows that roles offering hybrid working receive significantly more applications than fully in-office positions, and many professionals who are forced back to the office will likely start looking for new, more flexible roles. Some are even calling this the ‘Great Resignation 2.0’, with 46% of employees surveyed stating they want to change roles this year.
Our own LinkedIn poll data found that the majority of people need more flexibility than being in the office 4-5 days a week, and they prefer the ability to work from home for better work-life balance. Organisations that fail to recognize this shift risk losing valuable talent to companies that embrace hybrid working.
How we work at Levick Stanley
At Levick Stanley, we practice what we preach. With 66% of our team working fully remotely and the rest in a hybrid setup, we’ve seen firsthand how flexibility can drive business success. Our approach has had a positive impact on productivity, contributing to an increase in fees, compared to previous years. This demonstrates that a well-structured remote and hybrid model can not only support employees’ work-life balance, but also deliver strong commercial results.?
Flexibility benefits everyone
While some businesses are clamping down on remote work, others recognise that flexibility isn’t just about individual preference - it’s about building a workforce that is diverse, engaged, and productive.
Companies that maintain hybrid policies don’t just accommodate employees - they position themselves as employers of choice.
The workplace has changed. Companies that embrace hybrid work will continue to attract the best talent. Those that resist? They’ll have to settle for whoever is willing - and able - to commute.
Get in touch with the team to find out how we can help you find the best talent for your organisation.