Across the world, workers are rallying for hybrid arrangements. But, for some, the new workplace may end up more frustrating than flexible.
Hybrid has been heralded as the future of work. Research shows the majority of employees want their organisation to offer a mix of remote work and in-office time, and many see the hybrid workweek model as a path to better work-life balance.
Right now, companies around the world are experimenting with different types of hybrid set-ups, to see what suits their organisation best. Some companies remain on the fence, and when the possible downsides of hybrid work are discussed, most people generally assume pushback will come from the companies who decide it doesn’t suit their needs.
But there could be reason to believe employees may actually be the ones who fall out of love with hybrid, despite its widely touted advantages.
Employees who often work from home could perceive a negative impact on their career, linked to a lack of interaction with colleagues and managers. Those who want to climb the ladder could feel compelled to spend more time in the office, so they’re visible to the powers that be. Some people, meanwhile, could experience difficulties switching seamlessly between home and office work environments.
It’s possible, some experts suggest, once we’ve tried hybrid arrangements for a while, some might find the set-up a less attractive option.
Younger workers particularly may increasingly reject remote-work arrangements, as they don’t have ideal set-ups for ergonomic working.
Why hybrid’s appeal may fade
First, the daily reality of juggling two workspaces could prove frustrating for workers.
“For the employees themselves, it is almost impossible to set up two workspaces that are well-equipped for all the different work tasks they need to do – books or other information sources are always in the wrong place, or they don’t have a photocopier or fax at home,” says Anita Woolley, associate professor of organisational behaviour and theory at Carnegie Mellon University in Pennsylvania, US.
“So, no matter where they are working, they are almost always someplace trying to do something without some necessary tools.” Even if employees are able to choose their working location every day, Woolley says “it is nearly impossible to schedule tasks such that you are in the best place to complete them”.
Of course, some people may believe that these are inconveniences worth putting up with. But others – particularly younger workers with poor home-working set-ups – may well feel that the office is a better place for them to be productive. And some workers may feel like they genuinely collaborate more, get more done and come up with better ideas when they’re able to communicate freely in person with their colleagues, especially when they’re just a swivel of an office chair away. So, even if an employer offers remote-work days, some people may come in, anyway – or at least more than the minimum days mandated by management.
Additionally, even if workers are highly productive at home, they risk no-one noticing that output. Without regular, sustained input from managers, employees who spend more time working remotely could begin to feel that they might become undervalued, even dismissed, if they continue spending less time in the office.
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