Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
Is there such a thing as too much flexibility? Companies are trying to answer that question in the post-pandemic era.
Generally, organizational workplace policies can be broken down into three categories: in-office full-time, remote full-time, or a hybrid of both. However, hybrid policies are more than meets the eye. This arrangement can take multiple forms, such as four-day work weeks or monthly team meetups.
Research has concluded that most workers want and expect to have workplace flexibility, but just how much can impact their productivity.
For instance, someone that chooses a digital nomadic lifestyle may enjoy working on a beachfront. But trouble emerges when their coworkers are all in different time zones and meaningful interactions become obsolete.
Not only does a lack of workplace connection impact the mental health of workers, but it can also hinder their ability to express when they are feeling isolated, overworked, or burned out.
Even more, researchers at Cornell show that when workers choose to work during non-standard times, their motivation and job satisfaction become depleted.
Balance is critical during this transition. According to research from Tiger Recruitment, 68% of workers said their ideal arrangement was a hybrid model, while just 20% preferred full-time remote positions.
Finding a middle ground takes trial and error, but business leaders who take the time to receive employee feedback, avoid blanket policies, and remain agile are bound to succeed in their hybrid arrangements.
