Explore the benefits of hybrid work models and how they can offer the best of both worlds for worker well-being and productivity, challenging traditional office-centric approaches.
Welcoming the Hybrid Dip
COVID-19 and Transformation in workplace Once a rarity, remote work arrangements have proliferated in recent years due in no small part to the rise of dual-income households and improvements to technology.
In our forthcoming paper to be published in New Zealand Journal of Employment Relations (NZJER), we examine the good and bad about remote work, arguing that hybrid models (mixing days working in an office with days working from home) are best for health and well-being, as well as engagement and productivity.
The idea of returning to such tight, office-only conditions flies in the face of what the evidence is saying and might entrench more, not less, inefficiency with cumbersome new permissions and reporting requirements. And perception-wise, the fact that so many workers have found a lack of stimulation and challenge in their work (through feeling cut-off from other people, with fewer interactions to spark creativity) during and after the pandemic should disabuse us of the idea that office work suits absolutely everyone.
Flexing with Flexibility: Empower (in) Dividualized Workers
The advantages of a hybrid working style are becoming more and more apparent. In a 2023 Human Resources New Zealand survey, 40% of HR practitioners reported productivity improvements as one of the most important benefits to be derived from work-from-home (WFH) arrangements.
A handful of professional organizations like the N.Z Law Association have also chosen to implement flexible work practices for its members citing significant dividends in terms of employee engagement, productivity and general well-being. A recent report from the Te Kawa Mataaho Public Service Commission found that despite pandemic-driven new ways of working and service delivery, few New Zealanders thought the public service had delivered services poorly.
The ability to work in a hybrid model is the best of both worlds, where employees have heads down time at home combined with opportunities to collaborate and connect in person when needed. Hence, there would be less time spent in traffic jams and hence no head wind, lesser stress and a better overall balanced work life. It is also beneficial in terms of inclusion as it allows organizations to work with the best talent, attracting a more diverse section and driving innovation.
Conclusion
Indeed, the world of work is evolving and an effective hybrid model combining remote and office-based work represents the most enticing way forward. In short, adapting to the evolving work environment and encouraging flexibility can help leaders create a more productive, engaged and happy workforce — a win-win for employees and employers in a fast-paced world.
