It looks like the hybrid work trend is here to stay. More and more companies are moving away from remote work and introducing hybrid work arrangements, in which employees must come into the office a certain number of days a week. While some employees may be reluctant to return to the office, there are many benefits of hybrid work that employers should consider. In this article, we'll look at why employers are moving away from remote work and what they can replace it with. We'll also outline the employer's challenges with changing the work mode. We'll also talk about how employees can benefit from hybrid work and how to convince them to at least partially return to the office.


Let's start at the beginning...

Popularly cited disadvantages of working remotely

Because the remote work process often begins with remote recruitment, the employer and employee rarely have direct interaction. This lack of contact often leads to trust issues from the employer's perspective. Is he or she currently working or not? And if so, what exactly is he or she doing? The employee may also approach work in a more "relaxed" manner. However, this may be due to trust issues with management. Sometimes the employer is not aware of the employee's work, and if he doesn't see any great results, he may thereby assume that the employee does nothing for many hours. Trust is essential for good employer-employee relations. Trust problems involve a sense of lack of control over the employee.

Another disadvantage is technical problems, These include lack of internet, computer failure, lack of coverage or electricity. Here, too, a problem of trust is apparent - perhaps the employee is actually busy with something else, and the technical problems are an excuse.

Working from home has many disadvantages, one of which is also the lack of interaction with praocws. This can sometimes cause feelings of loneliness and isolation, as it is also difficult to get feedback on work or be part of team projects.

The time difference between different time zones can also create serious problems, especially for companies with international employees or customers. To ensure that everyone is working, some form of communication adjustment must be put in place, which can often be difficult to arrange.

These are not the disadvantages of working remotely. These are the consequences of poor system organization.

No system is perfect, including remote work. While it can be very successful in many organizations, it requires well-developed systems for remote work to work properly. A task-based system is often used to hold employees accountable for what they accomplish each day. In addition, various types of applications are available to help managers track employee activity. Meetings and summaries of successes achieved and setting new goals are also important elements of how remote work works.

However, if performance is still not at a high level, it simply means that the remote work mode is not suitable for the employer's industry. In some industries, remote work produces better results, in others it does not.



Employer challenges in managing a team while working remotely + solutions

Employers face the challenge of managing remote teams, and remote work can often create distrust among team members due to limited interaction. Employers need to find ways to maintain communication and engagement in remote teams, as well as effective methods for remote collaboration and problem solving. They should also ensure that all remote workers have access to the same resources and tools they need to perform their tasks.

In addition, remote teams may lack the sense of camaraderie that a physical work environment provides. Employers should strive to create an environment where remote workers still feel a bond with their co-workers, even if thousands of miles separate them.

In some cases, remote work can also lead to a sense of isolation, as remote workers may feel disconnected from the company's mission and values. To help remote workers stay motivated, employers should set clear goals and make sure remote workers are aware of their progress toward those goals. They should also provide feedback and support to remote workers so they continue to feel connected and engaged.

Security is also a major concern when working remotely. Employers should ensure that remote workers have access to the tools and resources they need while ensuring data security. This requires effective policies, procedures and protocols to protect confidential information and make sure remote workers are aware of their responsibility to ensure information security.

Productivity and time management are also other challenges employers face with remote workers. Motivating and keeping remote workers productive can be difficult, especially when they work in different time zones or situations. Employers should provide remote workers with the tools and resources they need to do their jobs, as well as provide incentives for remote workers to stay motivated and productive.

Does everyone really choose to give up their remote work?

Recently, we have seen an increase in remote or hybrid/stationary job opportunities. We were under the impression that companies were moving away from remote work options and back to offices, but statistics show otherwise. Companies that were already offering remote work before the pandemic are not backing away from it, and are even hiring more employees who can work remotely. Only companies that introduced remote work because of COVID-19 are now abandoning it and choosing to return to hybrid/stationary work models.


Hybrid work or a total return to offices?

Many companies are already feeling the effects of the crisis, and forecasts indicate that things will only get worse in 2023. For many companies, the cost of keeping employees in the office is simply too high - taking into account things like rent, utilities, and other expenses. Smaller companies that have been able to function well remotely are unlikely to want to incur the extra cost, and larger companies will think carefully about whether it's worth keeping all their employees in one place.

There are several factors to consider when deciding whether to return to an office or hybrid operation. The most important, of course, is cost - can the company afford it? If not, there's no point even considering it. Other factors include the type of business, the nature of the work and the company culture.
Some companies simply cannot operate remotely - retail stores, for example, must be in a physical location to sell their products. Other companies may find that their work is not conducive to working remotely - for example, they require direct interaction with customers or need specialized equipment that is only available in the office.

And then there are companies that have a high diversity of cultures that are not conducive to remote work. These companies may find it difficult to build team morale and maintain company culture when employees are not physically present. In such cases, a return to the office or at least hybrid work may be necessary to sustain the company culture.

The decision whether to go back to the office or to hybrid work is a difficult one, and there is no one-size-fits-all answer. Each company will need to consider its individual circumstances to make the best decision for itself.


In any case - changes

If you are an employer who wants to switch to remote work, keep in mind that this will bring big changes not only for your employees, but for your entire company. Some employees love remote work, while others hate it - the former group may leave your company if you make the change. Be prepared for anything. SWOT analysis is an important strategic tool. If your best employee wants to leave, find out why and offer incentives to stay, such as a raise or more time off. Making sudden changes without warning will only lead to anger and resentment from employees who may not be open to the idea of working remotely. Be prepared with a plan that you can present, taking everyone's needs into account.


The best solution is hybrid work

If you work remotely, it's important to remember that not everyone will be happy with the change. Some will miss the freedom of working remotely, while others will find hybrid work a difficult juggling act. The key is to communicate with employees and determine what will work best for them. In some cases, it may be necessary to allow employees to choose their own hours or work from home several days a week. In other cases, it may be necessary to establish hybrid workdays, where everyone is in the office for part of the day and then works from home for the rest. It's important to find a solution that works for your company and your employees.

Hybrid work is a way for companies to bridge the gap between remote work and traditional office work. Hybrid models give employees access to both remote and on-site work options, and provide flexible work hours to fit their lifestyles. This option can be beneficial to employers, as it gives them more control over remote workers, while also providing remote workers with more freedom.

When introducing a hybrid work model, employers should consider the needs of all their remote workers and ensure that they have access to the same resources as those who work on-site. Employers should also establish processes to effectively manage remote teams, such as through regular feedback sessions and remote integration activities.

For remote workers, hybrid work can be a great opportunity for them to have more control over their work and balance professional and personal commitments. Employers should provide remote workers with clear goals so they understand how their remote work fits into their overall job role. They should also provide remote workers with the tools and resources they need to succeed.

Finally, employers should strive to create a supportive environment for remote workers, with clear processes and procedures for remote communication and collaboration. This will help remote workers feel connected and committed to the company's mission and values. By introducing a hybrid work model, employers can give remote workers the flexibility and control they need to succeed, while also giving remote workers a sense of connection with their co-workers. In this way, remote workers can continue to contribute to the company's success without feeling isolated or disconnected from the team.


Remote work/hybrid work is one of the primary criteria for employer selection

If you want to post a job ad that will attract top talent, be sure to mention that the position offers remote work or hybrid work (e.g., one day a week in the office). Candidates are often more likely to apply for an offer that gives them the option to work remotely/hybrid, but if you can't give that option, that mode of operation just doesn't work - contact us. We know the ways and tricks of how to find the best candidates using keywords like "remote work" and "hybrid work" (no lie) and can help you attract the best talent for open positions. We have systems that assess an employee's skills and work style to see if they are suitable for remote positions.

We're here to help you through the recruiting process, and we can make hybrid work a reality for your company in 2023. By talking to us today, you'll be able to see how we've been successful in working with companies like yours. At Fast Forward Solutions, we are here to not only help at every stage of recruitment, but also in the implementation process. For example, this includes checking an employee's aptitude for remote working environments and helping them integrate into their new life at the company!