Hybrid Work Policy
With many companies re-opening their doors as the pandemic eases off, significant questions remain regarding the eligibility of employees to continue to engage in remote work, either on a full or part-time basis.
The advantages and disadvantages of remote work for both employees and the business are now familiar after approximately a year and a half. Not having a commute; saving money on gas, vehicle maintenance and parking; enjoying flexible hours; and of course, reducing one’s risk of exposure to the coronavirus are the clear benefits.
On the flip side, a potential decrease in productivity due to distractions, a sense of disconnect and isolation, difficulties separating the work/home life balance and less personal interactions with coworkers (and thus lower morale/collaboration) can pose clear disadvantages. The fact remains as well that some employees enjoy remote work and others do not, as they prefer to work on-premises.
Many companies are considering a “hybrid work” approach to accommodate the needs of their staff as well as the business overall. This hybrid strategy combines the advantages of each approach and can be applied on a per-employee or per-department basis.