Home or Office: Unravelling the Great Pyjama Debate
- Sarah Sullivan (Chartered MCIPD)
- Feb 17, 2024
- 2 min read
‘What I love about my job is the two hours out of my day it takes me to commute’
Said
no
one,
ever!
Since a number of businesses were forced to adopt a remote working environment during the infamous lockdowns, the shift to remote and hybrid work looks like it is here to stay, with more benefits and fewer drawbacks than anticipated.
98% of employees want to work remotely at least some of the time
A 2023 survey conducted by Forbes evidenced that 98% of those interviewed would want to work remotely ‘at least some of the time’. That’s quite a staggering result, although I’m sure that any recruiters reading this won’t be surprised. It provides a harsh reality that businesses who are stuck in the ‘old way’ of working are likely to be missing out on emerging top talent.
‘Workplace culture is being lost due to remote working’
Some food for thought - is culture about ‘the office’ or is it about ‘belonging’. Can you have one without the other?
There’s no doubt that workplace culture is important in motivating and inspiring engagement, but ultimately employees are leaving workplaces that don’t suit their needs, with half now reporting that they will only apply for jobs that offer remote work. So arguably ‘culture’ needs to go beyond chats in the staff room and face to face meetings, with a better understanding of what culture actually is.
But how do you know your team is actually working?
The good news is that according to a recent McKinsey survey, 90% of large companies are embracing the hybrid model. The most successful have recognised that it’s nearly always not about the team it’s about the manager’s capability, and by providing leaders with the tools and skills they need to lead their team’s effectively, companies will have the advantage in the modern day environment.
Mastering the art of managing remote and hybrid teams doesn’t come naturally to everyone – it takes time and practice, and to give a definitive guide for how to do this effectively would take much more than a short blog.
Some areas to reflect on if you feel your remote or hybrid team isn’t performing effectively:
· Are you setting clear expectations?
· Are you focusing on output?
· Are you communicating regularly?
· Does your team have accountability?
· Do they have the right tools?
Let us know your answers! People Engagement Hub may have just what you need to maximise the performance potential of your hybrid teams.
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