We continue to debate the merits and downfalls of hybrid work. Why, four years down the line, are we still talking about it? What’s stopping us from figuring out the best way forward?
The world is experiencing a ‘remote rewind’, with many organisations mandating that their staff return to the office, whether that just be certain days, or full time. Understandably, a lot of employees are resistant to this request and want a compelling reason to return to the office.
What’s driving this turnaround?
According to an HR Grapevine article from earlier this year, four out of ten workforces have now returned to the office.
There have been numerous high-profile employers pushing for a return to office, including Google, Amazon and Meta, and many London-based big names like HSBC and Lloyds are insisting on some visibility in the workplace. Some governmental departments have moved to a mandatory three workplace days a week, but the business currently under fire for ordering their staff back to the office is Boots.
Boots have ordered their 3,900 administrative staff across Nottingham, Weybridge and London, back to the office for five days a week from September. This is due to them gearing up for a potential sale. CEO Seb James has stated he wants staff back full-time due to the office being a “much more fun and inspiring place” when everyone is present.
There are many reasons why companies are making this call, including ‘to improve collaboration between employees’, ‘to reinforce culture’ and ‘to improve performance’. Some companies are investing in making their offices more comfortable places to work from, upgrading IT systems, adding quiet spaces and providing better food options, which all sound good on paper, but there are various negatives to this decision that need to be considered.
The risks of reverting to full-time in the office
The immediate cause for concern with this move back to the office is alienating your employees. The greater flexibility afforded to your workforce due to being able to work from home for a portion of the week is not likely to be easily relinquished. Employees save costs on myriad things that all add up: commuting, parking, vehicle maintenance, clothing and cleaning, childcare and lunches at work. Recent research found that nearly half (46 per cent) of workers said the associated costs of coming into the office were the main deterrent.
Whilst there is an understanding of the need for teams to have some in-person interactions, there’s no doubt that we’ve learned that some activities are better done away from office distractions. For the members of your workforce who thrive in social interactions and have a preference for extroversion, they may enjoy being back in an office, but for those who lean introverted, and prefer working in their own company, better food and free parking may not outweigh the mental strain an office environment can cause.
A recent poll by People Management has found that more than two-thirds (69 per cent) of employees said they would start searching for a new job if they were told to spend more time in the office. That’s a big number, and employers need to be careful that they don’t drive staff to look for the environment they need elsewhere.
Make it worth it
If you are going to bring employees back into the office for a certain number of days, full time or not, it’s worth ensuring what’s on offer is worth it. Our team have experienced many candidates who’ve turned down roles due to a lack of flexibility in their working lives, preferring an opportunity that gives them more autonomy over the structure of their week.
Choosing to encourage employees to come to the office without necessarily enforcing attendance could be the way forward. This isn't without its challenges either, but ensures your staff get to have some say over their work lives, and also shows that management has trust in them.
To remain competitive and maximise cost savings, UK businesses really need to embrace hybrid work and develop strategies that optimise its benefits. This is likely to involve investment in digital tools and infrastructure, redesigning office spaces to accommodate a more flexible workforce, and ensuring employee's individual needs are considered when building working policies. Talk to your team, get to know their wants and needs and ensure that as the working world around us changes, you work alongside them, rather than against them.
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