While there are drawbacks to hybrid working, numerous advantages exist. On one hand, providing employees with an improved work-life balance enhances productivity. On the other hand, some individuals thrive in a collaborative environment and find remote work less conducive to their productivity.
Hybrid office arrangements enable teams to engage face-to-face for training, seminars, and collaborative projects, while also allowing for productive remote workdays. The suitability of hybrid working varies, contingent upon the nature of the employer’s business and office setup.
Pros
- Talent Pool: Hybrid working broadens the talent pool by attracting employees from diverse locations. It also accommodates flexibility for employees with additional commitments, fostering a diverse and talented workforce.
- Flexible Work Model: Especially beneficial for individuals with disabilities or health needs, a flexible working model accommodates varied schedules, addressing challenges associated with daily commuting and medical appointments.
- Work-Life Balance: The hybrid model empowers employees to craft schedules aligning with their individual circumstances, promoting a healthier work-life balance. This flexibility caters to different productivity preferences and personal environments.
- Office Space Savings: A fully hybrid approach reduces the daily on-site workforce, potentially decreasing the need for extensive office space, thereby cutting overhead costs such as rent and utilities.
- Productivity: Assessing employees based on results rather than behaviour fosters trust and self-motivation. This approach contributes to a positive work culture, leading to increased employee satisfaction and productivity.
Cons
- Not Universally Applicable: Hybrid arrangements may not suit everyone, as some individuals thrive in a structured office environment or require a more social workplace. Certain industries may not be conducive to remote work due to the nature of the tasks or the necessity for set working hours.
- Career Advancement Challenges: Remote employees may face challenges in career advancement due to limited interactions with colleagues and managers. Lack of exposure to office learning opportunities and mentorship may hinder professional growth.
- Undervaluation Risk: Productive remote workers may go unnoticed without regular input from managers, leading to potential undervaluation. Remote employees might feel unappreciated if their contributions are not acknowledged, impacting morale.
- Employee Division: A divide can emerge between in-office and remote workers, with assumptions about differences in work ethic and advancement opportunities. In-office workers may perceive remote colleagues as less dedicated, while remote workers may feel overlooked for promotions.
Approach at the Kidwells Group
Kidwells adopts a flexible approach, offering employees the choice to work in a hybrid manner. Some staff members follow a hybrid model, others arrive early and leave early, and some work part-time hours. This approach supports work-life balance for all staff while contributing to the overall success of the business.