By Renee Goyeneche—
Working models have become a hot topic in recent years as we’ve seen a shift in the way the world does business. It has been a period of adjustment for many as we have seen the traditional internal working model re-imagined for the time.
In the last three years we have created a new normal, but the pendulum has begun to swing back to a pre-pandemic center. Return-to-work initiatives are on the rise as many companies look to bring workers back to the office. However, this callback from the company received a less than enthusiastic response and sparked a conversation about the sustainability and effectiveness of three working models: on-premises, hybrid, and fully remote.
Two mindsets
Historically, there have been two camps when it comes to work style. Some people prefer to separate their personal and professional lives, while others believe it makes more sense to integrate the two. Interestingly, both will say that their chosen style promotes a better work-life balance.
People who prefer to draw those boundaries speak of a five-hour mindset, saying they focus on their work all day and at the end of the day walk out the door leaving professional business behind for the next time they clock in.
Employees who combine the two tend to treat work more like a stream, often taking their time during the day for personal matters but not paying as much attention to the end-of-day clock. They believe they would rather work longer, later hours if that’s what it takes to have availability for personal needs.
In recent years, when most work was done on-site, organizations generally preferred a work structure that met the definitions. But then the world turned upside down.
The emergence of hybrid work
When the pandemic hit, most employees with the ability to work remotely retreated to their homes. In reality, a recent Gallup survey shows that in May 2020, almost 70% of employees who can work remotely were working exclusively from home. By February 2022, that number had dropped to 39%, but another 42% worked on a hybrid schedule.
This data indicates that while full-remote working continues to decline post-pandemic, people are not returning to the office full-time. This shift comes as a surprise to both employers and employees; given the opportunity, most employees — including managers and corporate leaders — have embraced a hybrid work model.
This demographic includes people who have historically favored the 9 to 5. As an unexpected side effect of the pandemic, we’ve discovered a new way of working that offers the best of both worlds; time at the office, collaboration with teams, and time at home enabling people to meet their personal needs more effectively.
Employees say they are not willing to give up this work-life balance, so is this a trend we can expect? Current data suggests so, as nearly 60% of workers now prefer this hybrid model, with many saying they are willing to change jobs to keep it.
What it means for the workplace
Everyone, including employers, has had a steep work-learning curve over the past three years. Many organizations have had to move from an office-centric model to partially or fully remote, and there were growing pains everywhere. The experience, however, has been a vivid lesson in the power of ingenuity and resilience.
Moreover, employers and employees largely agree on the advantages and disadvantages of hybrid working. With that in mind, a willing team can find common ground for a hybrid model to thrive. However, it may require a shift in productivity metrics.
- Accountability vs Visibility: By nature, a hybrid model requires some in-person collaboration, meaning employees must show up on a mutually agreed upon schedule. In commerce, employers need to temper an evaluation of performance that revolves around hours in the office and look at results instead. Is the work done on time and completely? Then your employee will meet productivity expectations.
- Intentional communication: Employees can reef with colleagues more easily when they are in-house. But does that also translate into more productivity? Not necessarily, as non-project related topics often dominate conversations. Standing meetings with agendas are a more effective way to keep work on track because action items and reporting keep people accountable. Thanks to technology, these meetings can be held in person or remotely, depending on needs.
- Using all working methods: In a hybrid model, all participants must understand and respect the idea that work practices will shift to meet changing demands. There may be a need for in-person meetings, in-person office work, remote collaboration, and remote independent work. Leadership and management must adapt their supervision style to these different scenarios, and employees must be flexible enough to meet the requirements.
Ultimately, leaders need to think about what they can do to enable a happy, productive workplace. It’s an ever-evolving process, but now more than ever leadership means investing in your employees and learning to engage in different ways. One technique is to allow employees flexibility and show confidence in their ability to help your organization achieve its goals.
Renee Goyeneche: I am a writer and research editor who focuses on information that benefits women, children and families. Find me Twitter and blog on imperfect perceptions.
Janice has been with businesskinda for 5 years, writing copy for client websites, blog posts, EDMs and other mediums to engage readers and encourage action. By collaborating with clients, our SEO manager and the wider businesskinda team, Janice seeks to understand an audience before creating memorable, persuasive copy.