Hybrid Times: What’s Next for Flexibility?

With return to office orders grating against workers pushing to retain their new-found flexibility, the time to compromise has seemingly arrived. So, who’s going to blink first??

It’s a bit of a paradox out there in job-land right now. While things have certainly tightened up in response to the current economic climate, we’re coming off a very high base after one of the most acute skills shortages to hit our shores in decades.

There are still plenty of roles looking for the right skilled candidate, but they’re not spoilt for choice like they were over the past few years.

Despite a tighter job market, a power struggle of sorts is developing as some employees are reluctant to give up their new found flexibility. With more leverage now than they had two years ago, some companies are mandating at least 2-3 days back in the office.

So, how’s it going to end up — home, office, or hybrid? Whichever way it goes, there’s a balance to be struck on both sides of the fence. Here’s a breakdown of the main issues from a Salesforce recruiter’s perspective:

1. The art of compromise

There are few instances in our world where everyone gets what they want all of the time. Compromise is as much a part of life as death and taxes, and it’s a handy tool in the employer and candidate kits.?

When it comes to work arrangements, candidates need to think realistically about how much flexibility they’re willing to sacrifice for a job that ticks most of the boxes for them in a tightening market. If you’re not prepared to make concessions, there’s probably someone else who will.

While many of us have grown accustomed to the freedom of remote work and manage our schedules autonomously, striking a balance between the job requirements, career trajectories, and our lives is now the new normal.?

2. A new hybrid?landscape emerges

The foundations modern workforces are built upon are a bit like tectonic plates. While solid, they expand and contract depending on external pressures. Anecdotally, compared to the last couple of years, I’ve observed businesses requesting that their employees agree to more contact hours in the office. This is driven by higher strategic goals from leadership, and a relaxation in OH&S pandemic regulations.?

Not all employees will be happy about this, but a hybrid middle-ground seems to be emerging as a way forward. Increasingly, employers are asking for at least 2-3 days in the office with a level of flexibility still present for their staff.?

Employers ignore the weightiness of the work/life balance equation for staff at their own risk though. Several recent studies have shown flexibility at near parity with salary in terms of motivating factors. There are tangible realities informing this — huge numbers of people relocated from metro to regional areas during the pandemic, so expecting them to be okay with adding 2-4 hours of travel back into workdays is now both unrealistic and largely unworkable for many.?

3. Productivity and responsiveness

From the employer perspective, a key consideration for bringing more staff back in-house is productivity. While many workers have learnt to thrive in a working from home capacity, the proven approach of a face-to-face environment is a big factor for companies looking to maximise productivity. For many employees, this style works well for them too, with collaboration on projects meaning responsiveness and decision making can happen in a nimble and reactive way.?

The business benefits of a physical workspace are at front of mind for employers, and the candidates who are open and flexible to this are likely to have more choice when they’re on the hunt for their next role.

4. Culture and stakeholders

Remember those Zoom parties during lockdown? They never really felt quite right, did they? In-person work environments undoubtedly provide more fertile ground for fostering company culture and building strong interpersonal work relationships. That sense of belonging and cohesiveness is real when you’re physically present.

The positives from an internal and external stakeholder point of view add up as well, with the ability for faster decision making and better coordination enhanced. That said, there’s no one approach that suits every scenario — stakeholder management can be handled remotely for many without issue.?

5. The best of both worlds

It’s safe to say that flexibility is here to stay for the foreseeable future, but the bigger question now is how much flexibility will be embedded into roles and workplaces.?

With major employers in Australia starting to introduce mandates for at least half of their employees’ work hours to be in the office, a hybrid model which attempts to keep everyone relatively happy will likely prevail.?

Like most things in life, a bit of give and take is needed for the right balance, and it’s clear that some compromise from both sides will be necessary for this hybrid model to be successful in the longer term.

How do you see it?

I’d love to hear your thoughts on this too — comment below if you want to shout out to an understanding employer or staff that have helped you achieve a happy medium with hybrid work.

And as always, if you want any more insights, I’m happy to chat.?

- Garth