Navigating the Hybrid Work Environment: A Balanced Approach for Employers and Employees

The rise of hybrid work has reshaped the traditional workplace, offering both opportunities and challenges for employers and employees alike. As businesses adapt to post-pandemic realities, the future of work continues to evolve, with flexibility becoming a top consideration for many organisations.

According to recent studies, over 70% of employees prefer a hybrid work model, where they can split their time between home and the office. This shift has led to significant changes in how companies approach talent acquisition, employee engagement, and productivity strategies.

In the wake of COVID-19, remote work rapidly transitioned from an occasional perk to a necessity. For many, this change revealed the effectiveness of non-traditional work arrangements. However, as markets stabilise and organisations aim to rebuild in-office culture, some are questioning the long-term impact of hybrid and remote work on productivity and employee development.

Recent data from the New Zealand market highlights a notable rise in employers pushing for a return to the office, citing concerns around team collaboration and maintaining company values. Despite this, a majority of employees still advocate for flexible arrangements, indicating a potential tension between employer mandates and workforce expectations.

“It changed from being an ask to being more of an entitlement rather than a benefit”

During a recent NZ Market Update discussion, Kirsty Henegan, Temporary and Contract Services Team Leader at Frog Recruitment, and Shannon Barlow, NZ Managing Director at Frog Recruitment, shared their perspectives on the evolving work-from-home landscape. They explored the current trends and potential pitfalls of hybrid work models and offered practical advice for employers seeking to strike the right balance.

Kirsty noted that the rapid shift to remote work during the pandemic was an eye-opener for many businesses. “It was a little bit of an eye-opener to employees and employers that we could actually work from home,” she shared. However, what began as a temporary solution has, over time, transformed into an expectation among many job seekers. “It changed from being an ask to being more of an entitlement rather than a benefit,” she explained. This sentiment has led to a new dynamic in job negotiations, where flexibility is now considered a core component of the employment package.

Shannon pointed out that, while remote work has become mainstream, the push for hybrid models is now more common. “Across the board, hybrid is the go-to model these days,” she observed. This shift towards hybrid work means companies need to rethink their strategies, particularly when it comes to maintaining productivity and engagement. She highlighted that, while hybrid work offers many benefits, it requires clear planning and management to ensure that it works effectively for both employees and employers.

When discussing employer hesitations around remote work, Kirsty brought up the issue of productivity. “There are hiring managers who believe that if you’re not in the office, you’re not doing the job,” she said. This mindset is one of the reasons some organisations are pushing to bring employees back into physical office spaces. Additionally, she mentioned the challenge of developing new employees in a remote setting. “Sometimes it is a case that their development is a little bit slower…because they’re not getting the learnings around them.” For newer team members, in-office experiences can be crucial for building relationships and gaining a deeper understanding of the company culture.

Shannon echoed this concern, adding that companies may risk alienating key talent if they don’t offer some degree of flexibility. “You’re going to risk losing some really key performers…because they can’t actually come into the office five days a week,” she cautioned. The discussion also touched on how hybrid models can be designed to mitigate these issues. Kirsty suggested implementing “anchor days” where all team members are in the office at the same time to foster collaboration and communication.

Despite these challenges, both speakers agreed that the benefits of hybrid work far outweigh the drawbacks if managed properly. Kirsty emphasised the importance of setting clear expectations around communication and work output, regardless of where the employee is located. “It’s really just setting up where do we communicate? What do we communicate on? Is it Teams? And which kind of chats? Is it a channel? Is it a chat?” she outlined. This structured approach helps ensure that everyone is on the same page and that critical information is shared consistently.

Shannon also noted that, in some cases, companies that initially struggled with the hybrid transition are now refining their approach and finding success. “There were some who did a fantastic job of being able to adapt to this new way of working and others didn’t quite get it,” she explained, adding that ongoing adjustments and feedback from employees are key to building an effective hybrid work model.

Tips for Building a Successful Hybrid Work Environment

1. Set Clear Expectations for Remote Work: Establish guidelines for communication, deadlines, and meeting schedules to ensure remote and in-office employees are aligned. It’s crucial that all team members have a clear understanding of what is expected, regardless of where they are working.
2. Implement “Anchor Days”: Designate specific days when all employees are expected to be in the office. These “anchor days” are ideal for team meetings, strategy sessions, and collaborative projects. Having everyone present on the same day maximises the value of in-office time and strengthens team bonds.
3. Leverage Technology for Engagement: Use collaboration tools to facilitate communication and document sharing. Platforms like Microsoft Teams or Slack can help maintain a cohesive work environment and ensure that remote employees are still connected to the wider team.
4. Create Opportunities for Social Interaction: Hybrid work shouldn’t just be about productivity. Consider scheduling informal catch-ups, virtual coffee breaks, or team-building activities to maintain a sense of camaraderie and support.
5. Adapt Your Approach Based on Employee Feedback: Regularly collect input from your team to identify what’s working and what needs improvement. This feedback loop can help you refine your hybrid strategy and ensure it meets the evolving needs of your workforce.

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As a white-collar recruitment agency, Frog Recruitment is committed to supporting businesses in navigating the evolving landscape of inclusivity and diversity. We specialise in accounting and finance, business support, education, executive, government, HR, legal, marketing and digital, property, sales, supply chain, and technology sectors. As the proud recipients of the 2024 RCSA Excellence in Candidate Care Award, we are dedicated to helping businesses achieve success through a people-first approach.