The hybrid working debate

This type of employment and working arrangement saw a large increase due to necessity following the lockdowns and restrictions as a result of Covid-19. Over the period of that most people had to work like this it became apparent that many businesses didn’t need employees in the office. Younger people just starting their careers were exposed to the professional world in this way, while more established professionals were shown a different approach that was never a common option.

In the following years, hybrid working has become a huge aspect of many individuals’ job requirements. Many prefer the flexibility this type of working offers as it allows for greater work/life balance and a larger range of opportunities as travel becomes less of an issue. However, many employers, especially those in fields that don’t offer much flexibility by nature, are not always keen on bringing on this type of employee.

It is important to weigh the pros and cons of this type of working for both an employer and a job seeker to understand the true value of hybrid working. Factors such as industry, seniority, time of year, and practicality can all play a part in the equation and change the viability of the hybrid approach.

Within construction, especially the niche sectors, hybrid approaches may not be seen as entirely viable for many roles, the site-based ones such as a site or project manager. This is because many of the responsibilities and tasks simply cannot be done from home. However, several roles within construction's commercial and design portions have seen great success from offering a hybrid working arrangement. It has allowed for a broader talent pool as well as accommodating people’s personal lives and promoting a more open and understanding work environment and culture. 

An issue that has appeared is many young people in the early years of their careers, some just starting, opting for hybrid or exclusively remote working. This can be a disservice to these people as much practical experience is being missed out on by not being present for many of these situations and can lead to less dynamic and consistent feedback and guidance than speaking to someone in person in the moment. While this isn’t meant to paint hybrid working as exclusively a negative for younger professionals it should be considered carefully as the damage it can cause to someone’s experience, in the beginning, is not insignificant. This same area is not an issue for someone who already has several years of experience in their chosen field and a proven track record of quality and delivery, meaning that being physically removed from the business is not as great a hurdle to overcome and may be a positive overall.

Distance is also an area that hybrid working has a role to play in. This is because the option for working a few days from home during the week may increase how far someone may be willing to travel for an opportunity on the days they would be in the office or on-site. For an employer this can be very valuable as it allows for a much greater catchment area for talent, leading to more options and perhaps a better fit in the company as a result. Depending on the area you operate in and how niche your requirements are increasing the possible pool of candidates could be crucial. Taking a role such as a facades designer which is a niche skillset with limited options and adding that to an area with a lower density of applicable talent might mean that your options are limited. But if you expand that catchment to include larger cities and areas rich with companies specialising within your niche could mean a much better success rate in finding the right individuals.

While it may not be a common reason to think about the viability of hybrid working the time of year does play a part as it can cause a range of issues or opportunities that may arise through changing seasons. For example, during this year’s heatwave during the summer many businesses offered their employees to work from home or even take a day off. While this is a very short-term example of the value of a hybrid approach it does display the benefits. This can be extended to other reasons that may be seen as seasonal. For construction, this might mean working more often on-site than your arrangement may indicate due to a higher amount of projects coming through facilitating greater need. This also goes the other way as during a quieter period of the year more hybrid working may be promoted.

Practicality must also be considered when requesting hybrid working. Smaller companies may not be able to fully facilitate such a shift for a variety of reasons, especially depending on the structure of the company and its practices. It may lead to conflicting schedules, which over a small workforce can mean that less can be achieved when times and days do not line up as needed.

The last area that I would consider is the costs and savings of this. For an employer, this might mean lower operating costs as utilities and supplies are not exhausted as quickly and certain supplies would not need to be offered. It might also mean that a company could potentially downsize their office and save on rent as a result of the hybrid approach. For the employee, this would mean lower travel costs and the surrounding expenses such as maintenance for a vehicle, as well as potentially spending less on things such as lunches and Starbucks coffees.

Overall, it can be seen that the hybrid approach has a lot to offer for both sides, but it is by no means a perfect system or solution. Many factors need to be considered before offering or requesting hybrid working and it should not always be seen as a make-or-break requirement, especially for those just starting. Ultimately, it’s a decision that needs to be reviewed on a case-by-case basis which this article is meant to assist.