Is a hybrid workplace model the future of work? In the past few years, hybrid working's benefits have become apparent to Canadian employees—but many employers still hope for a return to the traditional office. In this article, we look at the opportunities of the hybrid workplace and discuss how you can turn your hybrid approach into a competitive advantage.
Hybrid workplace models and the challenge of a return to office mandate
Many Canadian organizations have planned a full-time return to the office, following in American corporate giants’ footsteps. However, a return-to-office mandate can have unintended consequences. A study found that 42% of firms that mandated a return to office experienced “higher than normal” employee attrition levels, while 29% struggled to recruit for open roles.
Why the pushback? Implementation may be part of the problem. Some publicized return-to-office mandates also included penalties for remote work, such as eliminating opportunities for promotion or raises. A return to the office doesn’t need to be contentious, nor should results be driven by threats. Recent research by Angus Reid Canada shows that while only 25% of Canadians are interested in full-time office work, half of currently employed workers prefer a model that allows them to split their time between home and the office. There is an appetite for a hybrid workplace model—but it should meet employer and employee needs.
It’s not just the commute: how to understand employees’ reluctance to return
Employers often misconstrue why employees don’t want to return to the office. They commonly think employees just don’t like the commute. While commuting can be a significant hurdle—especially for employees who moved away from city centres during the pandemic—the desire for a hybrid workplace is more than avoiding the commute. When surveyed:
- 31% of employees dislike the reduced privacy compared to their home working space
- 27% miss having a quiet working environment
- 23% said they feel more productive at home
Speak with your employees before you decide on the most appropriate hybrid model for your business. Ask what drives their hesitation to return, what challenges they anticipate from a hybrid environment, and what in-person interactions would bring value to their work. Their responses should help shape your path forward.
Embrace the flexibility of a hybrid workplace model
Too often, employers view hybrid working as an interim step towards a full-time in-office presence. In a recent study, 61% of Canadian employers surveyed said they “have or plan to implement a mandatory number of days in the office per week.” A weekly in-office requirement is only one hybrid option. Other approaches may better meet the needs of your workforce.
Embrace flexibility as a business imperative rather than imposing a rigid office schedule. Consider hybrid working options that better conform to project timelines, schedules, and employee needs. Other hybrid working approaches can include:
- In-office time for brainstorming, project kickoffs, and planning meetings
- Shared collaborative times to help build connections between teams
- “Employee’s choice” working locations during downtime or following extensive engagements
- In-person “welcome weeks” to help onboard and integrate new employees
- Shared in-office days or weeks for particular teams or groups
Flexibility is no longer a “nice to have” perk for many Canadian workers. Instead, flexible working options are a critical component for the future of work. A staggering 81% of surveyed Canadian employees said flexible work policies “directly affect whether they stay at or leave a job.” In a tight labour market, employers that offer flexible work options may have a competitive edge in talent attraction and retention and a happier, more productive workforce.
Create an office that engages hybrid workers
It may be time to reconsider your office space if you want to encourage greater in-office participation from your hybrid workers. Office layouts that worked well pre-pandemic may no longer be fit for purpose.
Employee interactions and teamwork are key benefits of an in-person presence. Is your office layout designed to support collaboration? Consider creating collaborative coworking spaces and flexible in-office locations where employees can work together and repurpose the area based on demand. Conversely, if distractions are common employee complaints, try adding focus rooms or quiet areas to give distracted employees a refuge where they can do their best work.
Also, think about your working environment and its amenities. Would your employees describe the space as inviting, engaging, and inspiring—or cold, bare, and utilitarian? How quickly can your employees find a comfortable chair or second monitor, obtain necessary IT support, or find a place for lunch? A comfortable, inviting office is a productive space where employees will want to spend time.
Hybrid work is here to stay
Current trends are clear: The future of work is hybrid. Research shows that Canadian workers are happier, more productive, and maintain a better work-life balance when their schedule includes regular remote work. With a flexible hybrid work environment that responds to your workforce’s unique needs, you can attract and retain valuable talent and gain a competitive edge in the wider marketplace.
