Changes in attitudes to flexible working have created new tensions in the workplace. In the stand-off between bosses and employees, working from home provides workers with greater flexibility to use their time and energy in ways that suit them. The idea is that productivity is reclaimed from draining commuting time and motivation is bolstered by team leaders who put their trust in team members to get the job done. Meanwhile, businesses are worried that productivity, team cohesion and innovation are taking a hit. They’re also concerned that burnout can be fueled by a lack of home life and workplace separation, leading to an inability to switch off. What’s at stake? Is it possible to create outcomes that are good for businesses and their people? Is it helpful to think in terms of ‘us’ and ‘them’ or is a more integrative view more helpful? From our experience, we know that finding the right balance is not as straightforward as it seems and is often context-dependent.

So what help is available to weigh up the pros and cons and to develop a strategy so you make decisions that are right for your organisation?

The debate rages

A recent episode of Panorama highlighted some of the hotly contested issues held in both camps. While an increasing number of employers issue high-profile return-to-office mandates, some employees are threatening industrial action for what they see as a once-in-a-lifetime chance for change.

What’s clear is that the past few years have shifted power dynamics in the workplace. Some commentators are calling changing attitudes to flexible working the biggest workplace development since the Second World War. Here’s what we know (ONS data):

• 26% of workers are hybrid, dividing their time between office and home.
• 13% are home-based and never travel to work.
• 41% go into work for every shift.

With employees reporting that they value two days working from home as much as an 8% pay rise, this situation has the potential to impact the way we attract, engage and develop our talent. Especially in times when budgets are tight.

The case for the great return

Employers like McKinsey, JP Morgan and PwC have issued return-to-office orders. They’re part of a trend resisting what had overnight become a norm during the pandemic. Eager to undo a prevailing culture before it goes too far they name a number of pros for getting workers back through the door:

• Improved collaboration with greater opportunities for innovation, creativity and sharing.
• A more robust approach to mentoring and more on-the-job, incidental learning.
• Better training and development opportunities.
• Maximised use of office space, which in turn supports local businesses like dry cleaners and coffee shops as well as public transport.

The case for remote

So what compelling arguments do people give for working from home?

• Energy and hours reclaimed from the commute can be put towards productivity instead.
• Greater work/life balance and integration.
• Less stress and more flexibility for those who have to juggle caring responsibilities – this has implications for diversity.
• Increased family and personal time with links to improved health and wellbeing.
• Some appreciate the lack of workplace interruptions and distractions so they can get their head down and hit their flow.

How to strike a balance

It can be challenging to walk the tightrope between what your people want and what your business needs. Happy employees are more productive, and many graduates entering the workforce see hybrid working as the norm. This is against the backdrop of more traditional leaders who on the surface see working from home as unfair, slacking off, or not proper work. (Although interestingly enough, we hear that some leaders aren’t as visible as they expect their reports to be, which means they see little point in going into the office. There’s something to be said about appreciating the wider ecosystem.) Some sceptics point to statistics like the threefold increase in the number of rounds of golf played during the day since the pandemic as a symptom of slacking-off culture. Is it slacking off or a valuable opportunity for health and wellbeing care within a time-managed day? Could it be that the benefits of getting out in the fresh air (and it can be any activity like running, swimming or walking the dog) breathe oxygen into a productive schedule? It’s also important to remember that business growth relies on attracting and retaining talented people who feel valued, connected and like they belong. In light of this, a company’s ability to tap talent may come down to how well it tangibly safeguards the wellbeing of its employees. Business and human needs are inextricably linked at all levels and if we see it as a matter of integrating rather than balancing them, people will feel trusted, cared for and understood. As a result, they’ll be more productive when their energy levels run at the right cadence to drive commercial outputs.

A four-step plan

Where and how people work are emotive topics on which everyone has an opinion but at the end of the day, the answers for your organisation lie in flexibility – and clarity.

• Start with diagnosis. Survey and speak to your people on their views on your current approach.
• Assess the results of this exercise and draw conclusions.
• Formulate strategies to address areas of concern.
• Implement these changes so that they work for the business and its people.

Don’t do it alone

We’ve put together a working framework of the above to save you the time, energy and trial-and-error. Changes in the way that flexible working is looked upon in the modern workplace can leave some feeling confused, affronted or left behind but the simple truth is that nothing stays the same. The only thing we can rely on is constant transformation. For more information on the framework and how we can guide you through the process, please get in touch. We’d love to hear from you. This is just the first in a series of articles focusing on where flexibility sits in balancing the needs of employees and businesses in times of change. Please sign up for our Breakfast Bite newsletters for regular updates.