A Balancing Act of Benefits and Challenges

Navigating the hybrid work landscape

By Patty Billingsley

ybrid work: it’s a phrase that has sparked debates, generated enthusiasm, and ignited skepticism in equal measure. As a former executive who has navigated the intricate landscape of hybrid work arrangements, I understand both the allure and the apprehension surrounding this evolving paradigm shift.

Hybrid work arrangements are different than remote work arrangements. Hybrid work arrangements are a combination of working at home and working in the office; remote work is working exclusively at home, sometimes hundreds of miles from the company’s home office. There are benefits and challenges with both arrangements, but I will focus on the hybrid model.

According to a recent Gallup article, six in ten US employees with remote-capable jobs want a hybrid work arrangement. About one-third prefer fully remote work, and fewer than 10 percent prefer to work on-site.

Let’s be realistic: not every position is conducive to hybrid or remote work. Determining which positions are eligible can be a challenge and can create a sense of “the haves and have nots.” Employees “stuck” working on-site they may perceive that the people working from home aren’t really working. Those working at home may perceive that the people in the office are ignoring their calls and emails because they don’t answer within an “acceptable” timeframe. Setting expectations upfront and communicating the reasons for hybrid work opportunities is imperative to its success.

Embracing hybrid work wasn’t an instant love affair for me. Like many, I grappled with the challenges it presented, particularly in terms of managing workers and maintaining business continuity. The convenience of impromptu hallway conversations and the nuanced insights gained from observing employees in action were undeniably missed. Technical glitches and the perennial battle to ensure online meetings were navigated professionally added layers of complexity to an already demanding role.

However, amidst the hurdles, I began to witness the transformative power of hybrid work as a recruitment and retention tool. The surge in job satisfaction among employees freed from the daily commute was palpable. The flexibility to attend to personal obligations without sacrificing professional commitments became a cornerstone of our company culture.

Yet, for hybrid work to truly flourish, a delicate balance must be struck—one built on a foundation of trust. Employees must trust that their employers will continue to evaluate and support their contributions equitably, regardless of their physical presence in the office. Conversely, employers must have faith that their team members are diligently fulfilling their responsibilities, even in an off-site setting.

And while I eventually learned to embrace a hybrid work model, the truth is it became more work for me to manage in addition to my already expansive responsibilities. I had to ensure I wasn’t leaving anyone out of the loop; I had to make extra efforts to reach out to my hybrid employees and connect with them because I could no longer walk across the hall. I had to be thoughtful about in-person meetings and make sure they didn’t cause major disruptions.

If you’re pondering the adoption of a hybrid work model to enhance employee attraction and retention, or contemplating transitioning from a fully remote setup, the hybrid approach could be the perfect balance. It goes beyond mere number-crunching; it’s about cultivating a culture of trust, accountability, and flexibility that enables both employers and employees to flourish in today’s ever-changing work environment.

Hybrid work is neither a panacea nor a pariah—it’s a dynamic, multifaceted phenomenon that requires careful navigation and thoughtful consideration. By embracing its potential while addressing its challenges head-on, companies can harness the power of hybrid work to drive innovation, enhance productivity, and cultivate a more resilient workforce for the future.