The hybrid working model, once celebrated as the future of work, is now facing growing scepticism as companies and employees reassess its long-term sustainability.
Initially thrust into prominence by the COVID-19 pandemic, remote work saw a dramatic rise, with only 4.7 percent of the UK workforce working from home in 2019, skyrocketing to 25 percent by 2022. However, the enthusiasm for hybrid working, which combines remote and in-office work, appears to be waning as both organisations and their staff weigh its benefits and drawbacks.
Boots, a major UK retailer, recently made headlines by revoking its hybrid working policy. Previously, employees were required to be in the office three days a week, but the company has now mandated a full five-day in-office schedule. This shift aims to enhance company culture and create a more effective working environment. However, questions linger about the potential negative consequences of this move on employee morale and productivity.
Shalini Khemka CBE, CEO and Founder of the entrepreneurial community E2E, highlights the complex factors that both employers and employees must consider when evaluating the hybrid working model. Her insights suggest that the evolving corporate landscape might see more companies reconsidering their approach to flexible work arrangements.
The Benefits of Hybrid Working
For many employees, the flexibility of hybrid working remains a significant advantage, offering better work-life balance and improved mental well-being. With no commute and the ability to adjust working hours, employees can enjoy a healthier lifestyle that harmonises work and personal life.
Hybrid working also helps reduce commuting costs, a critical benefit given the rising cost of living. Employees save on public transport or fuel expenses, making it an attractive option financially. Additionally, many find that remote work minimises office distractions, allowing for increased productivity in a more solitary and controlled environment.
From an employer’s perspective, hybrid and remote working models expand the talent pool, enabling companies to hire from across the UK or even globally. This approach fosters a more diverse and well-rounded team, bringing together top talent with varied backgrounds and perspectives.
The Drawbacks of Hybrid Working
Despite these advantages, there are significant challenges associated with hybrid working. One major issue is communication. In a fully remote setting, the informal exchange of information becomes more difficult, and miscommunication can arise from virtual interactions.
Productivity can also be a concern. While some thrive in a home office, others struggle to maintain focus and separate work from relaxation. The lack of physical boundaries between work and home life can lead to burnout, as some employees find it hard to switch off after work hours.
Isolation is another downside of remote work. For those living alone, the absence of an office environment can lead to feelings of loneliness, depriving them of the social interactions that are crucial for mental health.
For employers, maintaining a hybrid working model can be costly. The expenses associated with keeping office spaces operational, even when they are underutilised, can outweigh the benefits. In some cases, facilitating hybrid work may be more expensive than it is worth.
As businesses navigate the pros and cons of hybrid working, it’s clear that there is no one-size-fits-all solution. What works well for one organisation may not suit another. Carefully assessing the unique needs of each workforce is essential to creating a happy and productive team in this evolving work landscape.
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
