Tomorrow's Problems are Yesterday's News...

As companies across Ireland and globally re-evaluate their working models, the trend of working from home (WFH) seems to be facing the same ‘‘tomorrow’s problems are yesterday’s news’’ challenge. In other words, what was once seen as a fresh, flexible solution to work may now be forgotten as companies reinforce old working policies, with more days onsite.

Our recent article regarding whether working from home will stay or go touches on these points, discussing white-collar professionals and the recent shifts in working structure within corporations in Ireland and globally. This reinforces an important reminder:

True progress comes from addressing issues head-on, not just moving on from the latest headlines

Balancing flexibility for talent attraction and retention

In today’s tight hiring market, many organisations find that offering flexibility, including hybrid and remote work options, benefits both business and employees. However, most firms are encouraging employees to spend two to three days in the office each week, citing benefits like culture, innovation, and collaboration.

We stress that businesses need to adapt according to the evolving expectations of candidates and create the correct policies to encourage productivity and work-life balance. This is an essential approach for long-term talent attraction and retention.

Embrace open communication

Employers may be worried about losing top talent due to the changes, however having open conversations, direct feedback and willingness to adapt will allow for the employees to feel heard and therefore remain in their roles.

It is not a time for black and white thinking – it’s a time for real consideration and future-focussed thinking. By including flexible work policies, you can allow your business to thrive and retain talent.

Advancing careers through bespoke career plans

Providing bespoke career roadmaps that detail individual development opportunities assures employees that flexibility doesn’t hinder advancement. For instance, organisations can highlight how remote, or hybrid work models still support key milestones such as promotions, skill development, and leadership training. By integrating flexibility with clear, future-focused career strategies, businesses can build a workforce that feels valued and motivated to succeed.

Trends in remote working 2023 and 2024

Research by Ibec shows that since the introduction of the Right to Request Flexible and Remote Working under the Work Life Balance Act, 24% of companies have received flexible work requests. Between 2023 and 2024, the number of firms enforcing compulsory in-office days rose to 26%, reflecting a 6% increase.

Hiring for fully in-office roles presents significant challenges, with over half of employers reporting greater challenges compared to recruiting for hybrid or remote positions. Even companies like Tesla have faced obstacles in attracting talent under strict in-office requirements. Meanwhile, Ibec's survey indicates that 53% of Irish companies with remote employees have no plans to increase in-office attendance.

Factors to consider

The working policies may vary depending on role and industry, for example, employees in compliance-heavy roles may be encouraged to work on-site where data can be closely safeguarded. Bespoke individual policies, may cause friction within the organisation so, consider this when implementing your strategy.

Advice to Clients

• Offer flexible policy options. Flexible work arrangements attract top talent, especially in remote areas, critical in a sector with shortage of specialised skills.
• Balance flexibility with collaboration. Require some office days to foster teamwork, while keeping schedules adaptable – improving job satisfaction and retention, reducing turnover costs in a highly competitive market.
• Highlight growth opportunities: Emphasise professional development within a flexible work model to retain talent or adhere to a bespoke plan that encourages employees to remain engaged and continue growing in their roles.

For further discussion on how we can assist with your hiring strategies, please get in touch with Director and Co-Founder Mark Fallon Fallon at [email protected], or at +353 833609333.