Hybrid or nothing?

Amid the challenges brought on by the COVID-19 pandemic, remote work became the norm for many businesses. Fortunately, we've seen a return to a semblance of normality, with numerous organisations embracing hybrid working, offering the best of both worlds.

Making a stand for fairness or short-sighted?

However, there are still companies that require their employees to work from the office every day. This is often seen in industries like manufacturing, warehousing, or engineering, where on-site presence is essential, and they want to avoid creating disparities among the workforce. There may also be a concern about trust, with some employers believing that remote work may lead to decreased productivity. That's a topic we'll delve into another time.

?On one hand, it's commendable that these organisations are aiming for equitable treatment. Nevertheless, I've had conversations with numerous recruiters and managers who are encountering difficulties in attracting top talent due to their rigid stance on remote work. Most professionals who now work flexibly are far less inclined to join companies that don't offer hybrid working arrangements.

Now, let's consider those who work in industries where remote work isn't feasible. It's understandable that some might perceive it as unfair when their peers in the same business have the flexibility to work from home. Perhaps the solution lies in offering them a form of flexibility, such as flexitime. It might seem like a throwback to the 1990s, but I believe it still holds value in today's work environments. Allowing employees to accumulate hours and take an additional day off each month, for instance, should not adversely affect productivity. In fact, it could enhance it, as engaged and committed employees are more likely to put in extra effort to get a job done.

Another option worth exploring is compressed work hours - elongated working days that translate into shorter working weeks. This can be structured as working five full days in just four, or for businesses with fewer staff, perhaps ten days worked in nine.

Embracing differences

Or how about staggered working hours, enabling staff to come in later or finish earlier?

We are all different in many ways and the same is true of when we are most productive, some of us are at our best very early in the morning, others later in the day.

The same is true of our commitments outside of work, many have children or older parents and need to juggle those commitments, often at a significant cost. This and possibly the other options would help them to manage those commitments more easily.

These options do need careful management to ensure there are sufficient people working at the busier times. However, for the majority of businesses, implementing any of these strategies can serve as a practical alternative to the hybrid model.

Missing out on great talent

It's important to acknowledge that some companies may remain resolute in their stance against flexibility. For them, the consequence may be ongoing challenges in recruitment, particularly given the continued global talent shortage. Businesses that embrace flexibility are likely to attract the cream of the crop when it comes to candidates.

In essence, the key lies in adapting to the changing landscape of work. Hybrid models and flexible options can be powerful tools not only for attracting talent but also for fostering a culture of inclusivity and belonging in organizations.