Hybrid v. Remote v. In-Office: Pros and Cons

The overarching issue here is not office schedules, but fear of the unknown. I understand the trepidation of business leaders when moving away from "this is the way we've always done it". The change is scary and seemingly risky. The reality is "creative destruction" is doing it's job and leaders must take action now. Technology is prominent and dominant in business. So much so, businesses once thought to be brick-and-mortar can create tools to go fully online, actually increase profit margins thus eliminating brick-and-mortar all together. Imagine the operational costs saved!?

The landscape of business is shifting and it will be those that pivot toward innovation that will sustain and attract great talent. With new generations entering the workforce, there are expectations that include technology and flexibility as a part of the work ecosystem. The set up determined will be circumstantial to the business and partnering with HR and Operational leaders will be vital in making decisions for people, process, technology, policies and programs.

With that said, for anybody questioning which set-up is good for your team or business, here is a breakdown and some points to consider.

Hybrid Structure: In-office time split with home-office time. Ideally, team members have a space at the office and at home. The split can be structured in several ways: team, business unit, department, location or require travel monthly, quarterly, even annually, if geographically distributed. People are leaning in to the hybrid model and most are partial to a 3/2 where teams are in the office 2 or 3 days a week and remote 2 or 3 days a week.

Hybrid Pros:

1. Flexibility: The ability to work in an environment or time frame outside traditional (antiquated) core office expectation. Let's look at just one example to exhibit ROI an employer gains with a hybrid option... Jan usually works 8a-5p but had to make a Dr.'s appt on Wednesday afternoon at 330pm. Because that's a remote day for her, and she has a family dinner that evening, she decides to make up the 1.5 hrs in the morning. Jan wakes up, makes coffee and sits at her desk around 630am. There is no commute, pressure to find an outfit, or need to inhale breakfast to avoid traffic. The stress levels are lower and motivation to start work is immediate. She is empowered with the flexibility to adjust her schedule and work from home which allows the 8 hour day. Instead of commuting to the office, then to the Dr., potentially losing 2 hours of production, both employer and employee needs are met and satisfied because Jan has the flex to make it happen.
2. Focus time: For any teammate, there is a lot of demand for time in the office. Meetings, ad-hoc advisement, coaching, mentoring, trainings, projects etc. The one thing that is invaluable to production is the ability have concentrated focus time. Working in a home-office environment provides the opportunity for concentrated time to complete a presentation, review contracts, have sensitive or vital conversations. There are so many tasks that can be completed efficiently with the ability to focus in your own environment.
3. More Production Time: No commute time and the ability to work in comfy cloths proves increased satisfaction levels in the way people are able to their complete work, thereby increasing motivation. Tools are available that allow teams and teammates to collaborate via video, chat, text, call, or email without the physical time it takes. Another ROI example to consider is a typical commute of 45min-1 hour each way. Because of reduced commuting, imagine how many hours of production time that will add to the work week. The employer and employee will gain an additional 4.5 to 6 hours of time to accomplish goals if remote 3 days per week. That's almost a whole extra day!...multiplied by how many teammates? Well, if you have 15 teammates, that would be a team gain of 67.5 to 90 capable hours to get things done.
4. Human interaction: Positive people with positive energy bouncing off each other creates an environment ripe for collaboration, teambuilding, meetings, ideas or brainstorming sessions.
5. Helps reduce carbon foot-print: Any way a business can contribute to socially responsible initiatives is a win-win. Your people will take note of the efforts made to help improve and innovate for future generations.
6. Less overhead for remote days. Less company resources used and reduces operational costs. Smaller businesses may do well using a local shared space model to heavily reduce costs instead of leasing a space.
7. Hybrid schedules have proven to allow for a more effective work-life balance.
8. People empowerment. Innovative solutions. Leadership's trust.

Hybrid Cons:

1. More Production Time: Too much of a good thing is not a good thing. When working at home and immersed in work, some may camp at their desk for hours, eat there and only get up go to the bathroom. There is a tendency for remote workers to over work. There can become a lack of stretching, exercise breaks, decompression time, separate meal times, relax time, and things that take the mind off of work. When the balance is off, burn-out becomes a major issue. Addressing it proactively with appropriate tools and policies will prove a good solution for those that may tend to over work.
2. Mental Health needs to be a prominent topic (for all categories!). This is not a con so much so as a challenge for some. It adds a layer to employer responsibility due to tendency for burn-out. It is important to be mindful of tools and technologies that can be offered to contribute to the overall holistic health of the people. Putting certain processes and policies in place will likely be necessary.
3. Not all employees are able to achieve maximum success within a remote environment, so ensure your talent strategy is inline with objectives.
4. Expense of office space and work from home equipment.

Fully Remote Structure: 100% remote 100% of the time. There are many that have worked remote their entire careers (since the 1980's) and prefer it that way. Not everybody is a people person, some might be caregivers, or need a distraction-free environment for heavy daily focus. Some employers may create work pods, have quarterly or annual summits in which employees gather at a central location for teambuilding and in-person workshops.

Remote Pros:

1. People empowerment. Innovative solutions. Leadership's trust. If you are unable to trust your people, why did you hire them? Management styles can adjust to accommodate remote management needs. It can be challenging for those accustomed to in-office management, so training and change management may prove helpful in the transition.
2. Ability to accommodate life aspects that may prohibit in-office capability.
3. Holistic Health is a main focus of culture and teambuilding efforts. Mind, body, soul balance to ensure teams work efficiently and avoid burn-out. Examples would be virtual yoga or work-out Wednesdays. Because it's remote, it could be a morning or lunch event too.
4. Mental Health is a primary initiative. The light is being shed on the need for good mental health and mindfulness in our day to day. It's always been necessary, but now it's talked about more openly, creating a safer space for others to speak up about their struggles as well. Having tools in place to help in providing a healthy balance is vital when the team is fully remote.
5. Flexibility here means more than just working from a home office. An employee can work anywhere there is wi-fi and electrical outlet. This gives possibilities to change the work environment and allow more efficient or creative production time.
6. Reduces carbon foot-print exhibiting environmental and social responsibility as commute times are eliminated.

Remote Cons:

1. No in-person team interaction unless geographic pods are doable.
2. Employer responsibility shifts to more holistic health efforts. This is not a con so much as it is mentioning initial challenges to find effective holistic programs that work for your people and culture. HR and Benefits leaders will be vital in formulating these programs.
3. Operational costs will need to be prioritized when putting a fully remote infrastructure in place. Ensure software and hardware equipment are shopped well and have synergy.

Full-time In Office: Working in the office 100%. There are many industries that require people to be onsite as a bonafide requirement due to work needing to be done with certain equipment or other professions requiring the human touch like a carpenter, mechanic, electrician and many others. What I have found is, most people in these industries prefer to be in the field or onsite, so working out an equitable solution is doable in conjunction with job types that are technical or administratively capable of a remote option.

In-Office Pros:

1. Employer has reassurance people are in a certain place for certain amount of time dedicated solely to their business.
2. In-person interaction allows for teambuilding sessions, ad-hoc meetings and live-energy brainstorming.
3. All or nothing. Everybody in the office with no "special treatment" or delineation of those that can work remote and those that cannot.
4. People that prefer an office setting have this capability.

In-Office Cons:

1. Minimal flexibility during the week. Typically need "permission" to be out of the office during core expectations. Time and money are lost.
2. Commute 5 days a week. Less production time for employer and more cost for the employee, both time and money.
3. The best talent is not typically within 25 miles of the office any longer.
4. Remote and Hybrid options exist in plenty. Talent will go that route.
5. Shows lack of trust or willingness to try something new, or act to innovate which effects the entire employee experience.

Overall, there ARE solutions to every con or objection. Many leaders currently have this challenge on their desk and each structure has it's own set of challenges as well. There is no one-size-fits-all and depends on variables like talent strategy, industry, business goals, and resources to truly determine what works best for your business. I recommend consulting with HR Leaders (such as me!) and Operational Leaders to evaluate and help determine the best course of action for your business.