Pros and Cons Of Removing The Hybrid Work Model
More than two years ago, the global pandemic drove many businesses to quickly adopt a remote work model. A year later, numerous restrictions that were implemented during the previous year were lifted due in large part to vaccines and a reduction in COVID cases. This shift in numbers led various business owners to change their course and initiate a hybrid work model. This model satisfied staff who were still concerned about safety and those who were ready to return to the office.
In 2022, these hybrid office models remain popular with many employees and job candidates looking for new opportunities. However, many businesses who were successfully executing a hybrid office model are changing directions once again. As the world continues to lift restrictions in an effort to establish a sense of normalcy, businesses are eliminating their hybrid work policies in favor of a return to a traditional in-office model.
Returning to a traditional workplace model might not be the best course of action for some businesses even though everyone is eager to return to a world without COVID-19. Before declaring an all-out return to the office, we recommend that businesses identify the positives and the negatives of withdrawing support for a hybrid model before making a final decision. It’s important to consider how each of these factors will not only impact the business but also its staff, clients, vendors, partners, etc. Doing so may mean the difference between achieving success or laying the foundation for lingering complications.
The Pros of Removing the Hybrid Work Model
Let’s look at the some of the positive aspects of replacing the hybrid with a traditional office model:
Improved Interactions - One of the biggest challenges many businesses faced with the hybrid work model was impaired employee interaction. From trying to determine the context in an email, to meeting disruptions due to unreliable internet connections and a lack of everyday camaraderie, many workplaces found it difficult to connect and communicate in a remote or hybrid setting. A return to the office eliminates these difficulties.
Dynamic Collaboration - Collaborating in a digital environment can be chaotic. Without the advantage of being in the same space, participants often speak over each other, misread body language, can’t easily share notes, and most importantly, don’t experience the same degree of shared excitement that fuels the next great idea. Gathering staff in the same setting provides the convenience and energy that’s missing from hybrid offices.
Easier Onboarding - The first day of work at a new job can be stressful for the new hire and the hiring manager. In a hybrid environment, it can be even more challenging. Onboarding remotely can make the new employee feel like they’re operating in a vacuum with no immediate support. On the other hand, the hiring manager may find it arduous to communicate all of the policies over a video conference call while a supervisor may find it difficult to effectively train a new hire via technology. Plus, it is equally hard to welcome and feel welcomed in a remote or hybrid environment. Traditional offices allow employers and new employees to more easily connect.
Well-Defined Work/Life Balance - Perhaps the biggest issue with remote and hybrid work is the inability to properly balance professional and personal lives. When home is the office, it’s hard for employees to transition their attention from work responsibilities to their individual obligations. Vice versa, many businesses find it difficult to ensure that their employees are being productive when they’re surrounded by numerous environmental distractions. Placing staff in a traditional workplace helps each employee successfully navigate their professional/personal worlds, while assuring companies that their employees are more focused and attentive to their responsibilities.
The Cons of Removing the Hybrid Work Model
Now that we’ve presented the upside of abandoning the hybrid model, it’s time to see how a transition to the traditional could prove problematic for a business:
Low Employee Morale - The convenience and flexibility that hybrid offices offer employees is a popular outgrowth of this model. For instance, hours that were once allotted to commuting to the office are now reserved for hobbies, attending school events, exercising and other personal endeavors. By rescinding the hybrid model, employees lose this treasured flexibility. This loss could potentially reduce morale. Since it is currently a job-seekers market, this change may prompt talent to seek hybrid or remote opportunities elsewhere.
Difficulty Filling Vacancies - Hybrid work is an incentive for many current job seekers. Businesses looking for new talent may inadvertently direct great candidates to their competitors if they remove their remote work option.
Higher Operating Expenses - Moving from in-person operations to remote and/or hybrid models lowered overhead. Utility bills were drastically reduced, supply orders were significantly decreased and, in some cases, businesses leased smaller office space. Bringing staff back to the office will increase expenses and may require the need for a larger space to safely and comfortably accommodate everyone.
Increase in Insurance Premiums - Regardless of the industry, employees can be injured in the workplace. Accidents such as slips and falls could raise premiums and impact profits and salaries.
Increase In Absenteeism - An upside of working in a hybrid office is the ability to choose to work remotely during inclement weather or when a child is home from school sick. This is advantageous for both the employee and employer. If the hybrid model is removed, staff will use personal days or paid time off to stay home to attend to their child or avoid driving on hazardous roads. The employee uses earned time that they would prefer to save for vacation while the business is shorthanded in the office.
Conclusion
As you can see, there are many positives and negatives associated with removing an existing hybrid office policy. Before a business makes a final decision, it should consider the impact either scenario may impose on its operations and plan accordingly. Being proactive rather than reactive will help in the long run. At Elite Personnel, we are seeing that the best candidates are interested in remote and hybrid workplace opportunities. The talent shortage is expected to last a long time so you may want to consider your workplace options carefully.
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