Blog

Hybrid working stabilises

During the COVID-19 pandemic, the number of home-based workers surged dramatically, but since mid-2022, these figures have stabilised. Currently, the average number of days worked from home remains around 30%, and approximately 28.8% of employees are on hybrid work contracts.

"While some companies are reverting to an on-site work model, others are capitalising on the advantages of a hybrid approach. Overall, a clear stabilisation is evident," notes Professor Buyens.

Gap between employers and employees narrows

"Even today, a gap persists between employers' and employees' views on hybrid working. However, their expectations are often closer than commonly believed."

Nearly a year ago, Professor Buyens highlighted a discrepancy between employers' concerns about the negative effects of hybrid working on culture, structure, and productivity, and employees' perceptions of increased freedom and productivity.

This gap remains, but the differences in expectations are narrower than anticipated. For instance, the discrepancy between the number of remote workdays employees desire and what employers are willing to offer is typically no more than half a day.

Professor Buyens attributes this narrowing gap to employees recognising the value of in-office work.

Moreover, employers note that customer service in a hybrid work environment is at least as good or even better than before the pandemic. So organisations' investments in digital technology that enables good customer experiences are paying off.

Hybrid working part of HR policy

Flexibility remains a key requirement for candidates in their job search. In his webinar, Professor Buyens presented research involving over 2,000 job seekers from around the globe, revealing key insights:

• Flexibility is a top priority for candidates.
• 33% declined job offers due to a lack of flexible work options.

This highlights a convergence of interests between employers and employees, as companies recognise that offering hybrid work is a critical strategy in attracting talent.

Furthermore, Professor Buyens demonstrated that it is predominantly senior and well-paid employees who prefer remote work. This group often influences HR policies within organisations, underscoring the importance of accommodating their preferences.

Challenges remain

"Employees want more autonomy and connection. The big challenge for executives is to align these needs."

Of course, the fact that employers and employees are finding different ways around hybrid working does not mean that all challenges are off the table.

A recent study by Korn Ferry shows that 75% of employees expect flexible working arrangements and 65% of them need more personal contact with colleagues. According to Professor Buyens, this poses challenges for managers who need to match the needs for more autonomy and connection.

In addition, he also notes that organisations, driven by a search for an equitable solution, often opt for a one-size-fits-all policy. However, he notes that this approach, which limits flexibility for greater equity, does not generally lead to greater employee satisfaction.

Successful hybrid working with a flexible policy

"Flexible hybrid work policies do not negatively impact productivity or service."

Professor Buyens emphasized that hybrid working is here to stay despite its challenges. The primary reason? Hybrid work has proven to maintain, if not enhance, productivity and service levels, including for frontline workers, while significantly boosting employee comfort and satisfaction.

But what exactly is needed to optimise a hybrid working environment? Professor Buyens suggests that organisations must implement flexible policies tailored to various groups,  responsibilities, and key moments that benefit from in-person collaboration. This may include onboarding new hires, launching new projects, and team-building activities.

Additionally, hybrid work should be complemented by initiatives that support asynchronous, focused work and employee well-being. The professor notes that many companies still need to improve in this area, as only a few currently organise meeting-free or email-free days or prioritise mental health.