When working from home became the norm almost overnight in 2020, it triggered a conversation that is still ongoing—because when companies survived the office shutdown, some employees began seriously questioning why they had ever been required to spend every workday in the office to begin with. Time-starved workers realized that cutting out their back-and-forth commute returned valuable hours to their days, and not having to buy transit tickets or gas put more money in their pockets. Pretty predictably, this made them happy. But employers, locked into leases and paying rent for office space that was largely unused, had a different point of view. They needed workers back in offices and cubicles to justify that expenditure. The dialogue has evolved and continues to. An increasing number of companies have issued return-to-office mandates to bring back employees who have been working remotely, but not without some hesitation.
Hybrid work has given new meaning to work-life integration, defined as the blending of personal responsibilities with career obligations. Working remotely generally offers a less rigid, more fluid approach to task management. Many job seekers have taken notice. “I think COVID was the first foray into candidates and companies having to reckon with a real shift in the culture of work,” says Tiffany Dyba, a tri-state area career coach and recruitment consultant for high-growth startups and tech companies. “When workers and job seekers saw the possibilities of a hybrid schedule and how better balance could be achieved, that was the mind shift needed to drive meaningful conversations,” she adds. Now, candidates ask themselves what they want in a work schedule and arrangement.
“I think COVID was the first foray into candidates and companies having to reckon with a real shift in the culture of work.”
As of 2023, 71% of U.S. companies utilize some model of hybrid work, spanning a wide range of schedule expectations, from mostly in-office hours but an early out on summer Fridays to as few as a single onsite day per week. In context, 93% of workers surveyed by recruitment software developer iCIMS said that having schedule flexibility was a top concern in their current employment situation. The same survey revealed that 63% of new job seekers cited specific rules around where and when office work was required (if at all) as their primary consideration in job hunting.
Hybrid flexibility has become a major draw for new hires and retaining talent, says Christina Rae, president of Buzz Creators, a public relations, advertising and marketing/branding company in Valhalla “These days, it’s not just a perk, it’s often a dealbreaker. People really value the balance of independence and in-person connection, which makes joining the team feel more natural and sustainable to them.” Post COVID, Buzz has stayed mostly hybrid, even while eyeing a newer and larger office space for the future. It’s a smart move, along with these generally accepted new best practices.
Acknowledge and support different work styles
Hybridization brought to light the idea that some people work better in solitude, while others benefit from a bit more face-to-face interaction to get things done.
“Not everyone thrives in the same environment. Some people need a quiet space to get creative and focused, while others draw energy from being around the team,” says Rae. “Hybrid lets you have the best of both worlds. Plus, it sends a powerful message that we trust our people to manage their own time and responsibilities.”
Be fully transparent about expectations
Candidates and hiring managers agree that laying out the full scope of in-person requirements is essential for an employee-employer relationship to pan out. In other words, no surprises. “We prioritize a hybrid working model but tailor our approach to each team member based on their unique contributions,” says Elena Rivera-Cheek, CEO of C&A Digital, a strategic communications firm in White Plains that mostly works in-office on Tuesdays, Wednesdays, and Thursdays, with Mondays and Fridays as needed.
Invest in salaries and benefits
93% of workers surveyed by recruitment software developer iCIMS said that having schedule flexibility was a top concern in their current employment situation.
Competitive pay and robust benefits packages that include things such as affordable health insurance, parental leave, and employee recognition programs are all increasingly part of staying competitive in the post-pandemic era.
