David’s research team has found some sectors, like finance, are moving from one to two days a week of remote work, while legal firms are, on average, shifting from just half a day to up to two-and-a-half days. Government employees, on the other hand, are working remotely just an additional half a day each week, on average. “In some sectors, the marginal increases show us just how much people were working from home before Covid,” David notes.
“What we also see from the data – and from the sectors that had successfully adopted flexible working prior to Covid – is that detailed policies and governance are essential.”
David says each business must work through the issues to develop its own form of hybrid work. “Some organisations are allowing workers to decide, others are setting particular days,” he says.
A structured hybrid model – rather than a work-from-home free-for-all – is the way forward. By bringing together flexible working with compulsory office attendance, employers can offer choice and freedom while also fostering collaboration and team culture.
The benefits of taking a structured approach to remote work are clear to both businesses and employees. Take this recent survey from Boston Consulting Group
, which found those who are most satisfied with their workplace social connectivity are, on average, 2.5 times more likely to think their productivity is higher now than it was before the pandemic. The message here is clear: creating a collaborative workplace culture – whether virtual or in person – is a key to success.