Remote work may be falling, but hybrid work is rising


The article discusses the shift from remote work to hybrid work and its implications for HR leaders. It highlights the findings of a survey conducted by Robert Half, which revealed that while remote work may be declining, hybrid work is on the rise. The key takeaways for HR leaders are as follows:

1. Decline in remote work: The survey found that the number of employees working remotely full-time has decreased from 46% in 2020 to 33% in 2021. This suggests that organizations are transitioning away from fully remote work arrangements.

2. Rise of hybrid work: On the other hand, the survey showed that the number of employees working in a hybrid model, combining remote and in-person work, has increased from 39% in 2020 to 49% in 2021. This indicates that organizations are adopting a more flexible approach to work arrangements.

3. Employee preferences: The survey also revealed that employees have varying preferences when it comes to remote and hybrid work. While some employees prefer the flexibility of remote work, others value the collaboration and social interaction that comes with in-person work. HR leaders need to consider these preferences and strike a balance that meets the needs of both employees and the organization.

4. Challenges of hybrid work: HR leaders should be aware of the challenges that come with managing a hybrid workforce. These include ensuring equitable treatment of remote and in-person employees, maintaining team cohesion and communication, and addressing potential feelings of isolation or exclusion among remote workers.

5. Talent acquisition and retention: The shift towards hybrid work has implications for talent acquisition and retention strategies. HR leaders should consider how remote and hybrid work options can attract and retain top talent, as well as how to effectively onboard and integrate remote employees into the company culture.

6. Technology and infrastructure: HR leaders need to invest in the necessary technology and infrastructure to support hybrid work. This includes providing remote employees with the tools and resources they need to work effectively, as well as ensuring a seamless integration of remote and in-person work processes.

In conclusion, the article highlights the shift from remote work to hybrid work and the implications for HR leaders. It emphasizes the need for HR leaders to consider employee preferences, address the challenges of managing a hybrid workforce, and adapt talent acquisition and retention strategies accordingly. Additionally, investing in technology and infrastructure is crucial for supporting hybrid work arrangements.