The winds of change are blowing through the corporate landscape, and
with them comes the siren song of “hybrid work”. This supposedly
revolutionary model promises a utopia of flexibility, productivity, and cost
savings. But before you unpack your yoga mat and swap your suit for sweats,
let’s take a closer look at the good, the bad, and the downright ugly of hybrid
work.
On the surface, hybrid work promises a wide range of benefits.
Proponents tout increased productivity, with employees free to choose their
workspace (be it a hammock in Bali or their bedroom), they can supposedly tap
into their most productive hours. Whether this translates to reality or simply to
more laundry folded while “on the clock”, you be the judge.
Savings are another feather in the hybrid cap. Companies envision
shedding the shackles of sprawling offices, cutting down on rent, furniture
costs, and even the dreaded office coffee bill. But let’s not forget the hidden
costs of reorganizing workspaces and investing in collaboration software to
keep the remotely scattered flock connected.
The environmental benefits are also touted. Fewer commuting cars
translate to a reduced carbon footprint. While this holds merit, the energy
consumption of individual home offices, coupled with the potential for
increased sprawl as employees relocate to idyllic (but energy-hungry) suburbs, all
complicates the picture.
Remote work is not for everyone,
Hybrid work is not for everyone,
“In office work, every day” is not for everyone,
Being a solopreneur is not for everyone,
The 4-day work week is not for everyone,
Being a CEO is not for everyone,
Working 60 hours a week is not for everyone,…— Joel Lalgee (@Humanheadhunter) February 27, 2024
Grammatical errors aside, you get the point.
Work-life balance is another major selling point and the fintech space is seemingly full of companies that offer their staff all sorts of perks. Parents rejoice at
the prospect of attending sports and events without requesting a personal day,
and errands become a breeze when sandwiched between conference calls. However,
the lines between work and personal life can easily blur, leading to burnout
and the constant feeling of being “on.”
Strengthened working relationships are another supposed benefit. Trust,
they say, becomes paramount as employers place faith in their chosen to
deliver, regardless of location. This, of course, hinges on the leadership being
adept at fostering trust and communication regardless of distance. Otherwise,
micromanagement and a sense of isolation can quickly erode any potential
benefits.
Health benefits are also a common call, with the potential for reduced
stress from fewer commutes and more control over work schedules. However, the
jury’s still out on the long-term impact of social isolation and the lack of
spontaneous watercooler chats on mental wellbeing.
Finally, the talent pool supposedly expands with hybrid work.
Untethered from the geographical tyranny of the office, companies can now cast
their net wider, potentially attracting a more diverse and geographically
dispersed workforce. But beware of the “digital divide,” where a lack
of access to reliable internet – Cyprus, I’m looking at you – creates an
invisible barrier for many. However, the general idea is that you could, for example, trade forex from anywhere.
The Bad, the Boring, and the Bittersweet
While hybrid work seems full of potential, it’s not without its share
of downsides. Let’s face it, productivity isn’t a one-size-fits-all
proposition. Some individuals thrive in the structured environment of an
office, while others falter without the external accountability a physical
workspace provides.
Trust also becomes a tricky issue. Some managers, grappling with a lack
of physical oversight, succumb to the temptation of micromanagement, fostering
resentment and ultimately hindering productivity. This vicious cycle can
quickly negate any potential benefits.
Workspace changes are another consideration. With fewer bodies warming
the office seats, companies face the challenge of reorganizing their physical
space. This can range from the mundane (who gets desk dibs?) to the complex
(how do you ensure equitable access to shared resources?).
Schedule coordination can become a logistical nightmare when team
members are scattered across time zones and personal schedules. Project
deadlines can feel like mirages shimmering in a digital desert, and effective communication
becomes an uphill battle.
Although hybrid work might make us more productive, it also risks making us less connected. https://t.co/9SJFxtfLpR
— MIT Sloan Management Review (@mitsmr) February 27, 2024
Socialization also takes a hit. The casual conversations, the impromptu
brainstorming sessions, and the camaraderie of shared lunches all become
casualties due to the lack of physical proximity. VoIP and Zoom hardly seem like an ideal substitute. Building strong work
relationships, fostering company culture, and maintaining a sense of belonging
become uphill battles.
The Ugly, the Uncomfortable, and the Unmentionable
While most challenges can be tackled with effective leadership, smart
space management, and the right collaboration tools, there are more insidious
issues lurking beneath the surface. The most prominent of these is the
potential for increased inequality.
Hybrid work has the potential to exacerbate existing gender and racial
disparities. Women, who often shoulder a heavier burden of domestic
responsibilities, may find their careers disproportionately impacted by the
challenges of juggling work and home life in a remote setting. Similarly,
individuals from marginalized communities may face additional challenges due to
the digital divide, perhaps they lack the resources and tools – fast, or
reliable internet for example – to cope. It’s worth asking HR to step in and
manage any shift in order to delicately address concerns that staff might not
be comfortable bringing up.
Hybrid is hard. Nobody is pretending it’s not. And the above is
something of a cynical take on it all. However, done right, it just might allow
you to reap the rewards gained from a happier, more motivated workforce. And
let’s face it, it’s better than going fully remote. The nature
of employment, our relationship with our company and our staff are all changing,
and let’s not forget about the
impact of AI. Hybrid is hard, but perhaps it’s the best we’ve got.
The winds of change are blowing through the corporate landscape, and
with them comes the siren song of “hybrid work”. This supposedly
revolutionary model promises a utopia of flexibility, productivity, and cost
savings. But before you unpack your yoga mat and swap your suit for sweats,
let’s take a closer look at the good, the bad, and the downright ugly of hybrid
work.
On the surface, hybrid work promises a wide range of benefits.
Proponents tout increased productivity, with employees free to choose their
workspace (be it a hammock in Bali or their bedroom), they can supposedly tap
into their most productive hours. Whether this translates to reality or simply to
more laundry folded while “on the clock”, you be the judge.
Savings are another feather in the hybrid cap. Companies envision
shedding the shackles of sprawling offices, cutting down on rent, furniture
costs, and even the dreaded office coffee bill. But let’s not forget the hidden
costs of reorganizing workspaces and investing in collaboration software to
keep the remotely scattered flock connected.
The environmental benefits are also touted. Fewer commuting cars
translate to a reduced carbon footprint. While this holds merit, the energy
consumption of individual home offices, coupled with the potential for
increased sprawl as employees relocate to idyllic (but energy-hungry) suburbs, all
complicates the picture.
Remote work is not for everyone,
Hybrid work is not for everyone,
“In office work, every day” is not for everyone,
Being a solopreneur is not for everyone,
The 4-day work week is not for everyone,
Being a CEO is not for everyone,
Working 60 hours a week is not for everyone,…— Joel Lalgee (@Humanheadhunter) February 27, 2024
Grammatical errors aside, you get the point.
Work-life balance is another major selling point and the fintech space is seemingly full of companies that offer their staff all sorts of perks. Parents rejoice at
the prospect of attending sports and events without requesting a personal day,
and errands become a breeze when sandwiched between conference calls. However,
the lines between work and personal life can easily blur, leading to burnout
and the constant feeling of being “on.”
Strengthened working relationships are another supposed benefit. Trust,
they say, becomes paramount as employers place faith in their chosen to
deliver, regardless of location. This, of course, hinges on the leadership being
adept at fostering trust and communication regardless of distance. Otherwise,
micromanagement and a sense of isolation can quickly erode any potential
benefits.
Health benefits are also a common call, with the potential for reduced
stress from fewer commutes and more control over work schedules. However, the
jury’s still out on the long-term impact of social isolation and the lack of
spontaneous watercooler chats on mental wellbeing.
Finally, the talent pool supposedly expands with hybrid work.
Untethered from the geographical tyranny of the office, companies can now cast
their net wider, potentially attracting a more diverse and geographically
dispersed workforce. But beware of the “digital divide,” where a lack
of access to reliable internet – Cyprus, I’m looking at you – creates an
invisible barrier for many. However, the general idea is that you could, for example, trade forex from anywhere.
The Bad, the Boring, and the Bittersweet
While hybrid work seems full of potential, it’s not without its share
of downsides. Let’s face it, productivity isn’t a one-size-fits-all
proposition. Some individuals thrive in the structured environment of an
office, while others falter without the external accountability a physical
workspace provides.
Trust also becomes a tricky issue. Some managers, grappling with a lack
of physical oversight, succumb to the temptation of micromanagement, fostering
resentment and ultimately hindering productivity. This vicious cycle can
quickly negate any potential benefits.
Workspace changes are another consideration. With fewer bodies warming
the office seats, companies face the challenge of reorganizing their physical
space. This can range from the mundane (who gets desk dibs?) to the complex
(how do you ensure equitable access to shared resources?).
Schedule coordination can become a logistical nightmare when team
members are scattered across time zones and personal schedules. Project
deadlines can feel like mirages shimmering in a digital desert, and effective communication
becomes an uphill battle.
Although hybrid work might make us more productive, it also risks making us less connected. https://t.co/9SJFxtfLpR
— MIT Sloan Management Review (@mitsmr) February 27, 2024
Socialization also takes a hit. The casual conversations, the impromptu
brainstorming sessions, and the camaraderie of shared lunches all become
casualties due to the lack of physical proximity. VoIP and Zoom hardly seem like an ideal substitute. Building strong work
relationships, fostering company culture, and maintaining a sense of belonging
become uphill battles.
The Ugly, the Uncomfortable, and the Unmentionable
While most challenges can be tackled with effective leadership, smart
space management, and the right collaboration tools, there are more insidious
issues lurking beneath the surface. The most prominent of these is the
potential for increased inequality.
Hybrid work has the potential to exacerbate existing gender and racial
disparities. Women, who often shoulder a heavier burden of domestic
responsibilities, may find their careers disproportionately impacted by the
challenges of juggling work and home life in a remote setting. Similarly,
individuals from marginalized communities may face additional challenges due to
the digital divide, perhaps they lack the resources and tools – fast, or
reliable internet for example – to cope. It’s worth asking HR to step in and
manage any shift in order to delicately address concerns that staff might not
be comfortable bringing up.
Hybrid is hard. Nobody is pretending it’s not. And the above is
something of a cynical take on it all. However, done right, it just might allow
you to reap the rewards gained from a happier, more motivated workforce. And
let’s face it, it’s better than going fully remote. The nature
of employment, our relationship with our company and our staff are all changing,
and let’s not forget about the
impact of AI. Hybrid is hard, but perhaps it’s the best we’ve got.
