By Ash Athawale, Senior Vice President and Senior Group Managing Director, Robert HalfI love my job because it enables me to bring leaders and prospective hires together and bridge the gap between them. Both are heavily invested in the hiring process yet may have different perspectives that don’t exactly align. I can help each side better understand the other and, in doing so, create a smoother hiring experience and clearer expectations for the role at hand.Right now, workers and employers continue to have different views on RTO (return to office) initiatives. Team members who worked from home successfully at the height of the pandemic want to continue doing so. They are more productive at home, they note and can devote the time they would have spent commuting to important work projects instead.I don’t doubt employees on this issue — they know themselves best and can gauge where and when they do their best work. But there’s a reason why many leaders want teams in the office, and it’s not discussed often enough: It’s the need for continuous learning.
The Hidden Factor in Balancing Remote, Hybrid and On-site Work Flexibility
Leaders may call continuous learning by different names:Learning by osmosisSoaking up collective knowledgeContagious learningTeam collaborationNo matter what term they use, two things are constant: First, continuous learning doesn’t happen as easily or as often when you’re working solo at home or participating in Zoom meetings. Second, learning isn’t just for new employees or those newer to their careers (although it’s extremely important for these groups). Sharing wisdom, brainstorming and collaborating happen at all levels. Sales teams, in particular, absorb great word tracks from their colleagues in real-time. The best employees know that learning all the time is essential to being successful at what they do.When I talk with executives about the qualities they value most in employees, being a team player often tops the list: They look to hire and promote those who know that being part of an organization means more than just doing well in one’s own job. It’s about helping others grow, pitching in to work on big problems together and being open to learning from people around them.Discover what companies can do to create a thriving hybrid work environment in our article on How Companies Can Build a Successful Hybrid Work Culture.
As executives aim to strike the right hybrid balance, I’m seeing four trends:1. Working full-time in the office is a thing of the past — While there are exceptions, most clients I work with require staff to work at a company office anywhere from 1-3 days a week. Executives usually work five days in the office, and may mix headquarters days with visits to other company locations. Fostering collaboration across the organization — at all levels — is critical.2. On-site offices have undergone a facelift — Many companies have reduced their office footprint, but the smaller space has much better features. I’m seeing more areas for team collaboration and discussion, along with better lighting, seating and breakrooms. The biggest improvement may be that high-walled cubicles have largely disappeared. Employees can reserve quiet space to concentrate on projects or have sensitive discussions, but the design of the office space focuses on teamwork. Learn how companies are enhancing the in-office experience to meet employee expectations by checking out our infographic on enhancing the in-office experience.3. We are hearing from clients that in-person attendance impacts compensation — Bonuses and performance reviews now include components on whether the employee has met in-office requirements.4. Today’s flexibility can change tomorrow — Some organizations have reworked their remote/hybrid policies in recent months. The reasons are varied: Dipping company performance, changes in business/client requirements and merging with/acquiring a new firm are some examples. Never assume the arrangement you have currently is set in stone.Stay informed on the latest remote work developments by exploring our post on Remote Work Statistics and Trends.
Recently I completed a search for a non-profit client who required just one day a month to be in the office. We found a great candidate for the organization, but it surprised me how many people decided to pass on the role during the initial call after I told them about the on-site requirement. They didn’t want to be considered at all, even with this minimal in-office commitment.Flexibility will get you far in the current employment environment. I always recommend that candidates be open to as many opportunities as possible and show their interest in contributing to the organization in many ways beyond the individual role. Employers will always take note.Ash Athawale is senior vice president and senior group managing director at Robert Half in the executive search practice. Follow Ash on Twitter and LinkedIn.
