The pandemic changed the way we work and where we work. Many companies have adopted different work models to adapt to the new reality and to meet the needs and preferences of their employees.

Before we talk about these differing workstyles, we must acknowledge the disruption caused by the pandemic and – for many – the way it has profoundly changed how we think about work and workplace. As bad as the disruption was at the start of lockdowns, trying to force people back to the office, even part-time, has been a major challenge for employers.

Some managers feel the need to observe their staff, to make sure they are working. Microsoft reports that “85% of leaders say the shift to hybrid has made it challenging to have confidence that employees are being productive1” Other managers have a less controlling perspective but nevertheless feel strongly that people are more creative, innovative, and productive when they can interact face-to-face.

In this blog post, we will compare three common work models: omni-work, hybrid work, and return to office, and discuss their pros and cons for both employers and employees. 

Omni-work

Omni-work should allow employees to work from anywhere, anytime, and on any device. It is based on the idea that work is not a place, but an activity that can be done flexibly and efficiently. Omni-work gives employees more autonomy, freedom, and choice over how they manage their work-life balance. It also reduces commuting costs, travel time, and environmental impact.

However, omni-work also has some challenges. Omni-work requires high trust, communication, and collaboration between managers and employees, and among team members. It also demands a strong digital infrastructure, security, and support to enable seamless and productive work across different locations and devices. Moreover, omni-work can create a sense of isolation, detachment, and loss of belonging among employees who may miss the social interaction and camaraderie of a physical workplace.

Organizations that embraced omni-work for their employees during the pandemic face heavy backlash when they try to switch to hybrid or full-time office work. Employees have moved to new homes, sometimes far away from the office where they once commuted to every day. They have formed new family structures around child-care and elder-care, and many have embraced new lifestyles based on lower costs  

Hybrid Work

 Hybrid work combines remote and in-office work. It allows employees to split their time between working from home or another location and working from a designated office space. Hybrid work offers employees more flexibility, convenience, and comfort than traditional in-office work. It also enables them to benefit from the resources, facilities, and networking opportunities of a physical workplace.

Hybrid work also has some drawbacks. It can create inconsistency, confusion, and inequality among employees who may have different schedules, expectations, and access to resources and opportunities depending on their work location. It can also cause communication gaps, coordination issues, and cultural clashes between remote and in-office workers. Furthermore, hybrid work can pose challenges for managers who need to oversee, motivate, and evaluate employees who work in different modes and environments.

Hybrid work can often fail to meet the goals of organizations who implement it. In many organizations, it can be hard to find a common day when all team members are available. This eliminates the benefit of face-to-face meetings for team building and collaboration.

In the worst case, team members reluctantly drag themselves into the office, only to join team calls from their desks using a video-call because some key players could not make it in that day. “73% of employees say then need a better reason to go into the office than just company expectations1” 

Return to Office

 Return to office is a work model that requires employees to work from a central office location for most or all of their working hours. Return to Office incorrectly assumes that work is best done in a shared physical space where employees can interact face-to-face, collaborate closely, and build strong relationships. Return to office provides employees with a clear separation between work and personal life, a sense of stability and routine, and a feeling of belonging and identity.

However, return to office also has some disadvantages. It limits employees' flexibility, mobility, and autonomy over how they manage their work-life balance. It can also increase commuting costs, travel time, and environmental impact for employees who must travel long distances or use public transportation to work. Moreover, return to office exposes employees to health risks, especially during times of crisis or uncertainty. HBR reports that “more than 40% of US employees would start looking for another job or quit immediately if ordered to return to the office full time2”

One of the biggest challenges of returning to work after the pandemic is the environmental impact of commuting and office operations. Many employees are not happy with this trade-off, especially at companies that claim to be committed to sustainability. For example, Amazon faced a walkout of hundreds of its corporate workers on Wednesday, May 31st. Workers protested the company's lack of progress on climate goals and its inequitable return-to-office mandate. They demanded that Amazon take bolder climate action and give more flexibility to team leaders to decide how their employees work.

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As we can see, each work model has its own advantages and disadvantages for both employers and employees. No one-size-fits-all solution works for every company or every individual. The best way to choose the most suitable work model is to consider the nature of the work, the goals of the organization, the preferences of the employees, and the context of the situation.

We believe that one thing that makes all three approaches work better is to ensure that the tools that workers use for communication, collaboration, and productivity are optimized. Every organization needs to think strategically about what tools and systems can best support and engage their workforce.

To continue the conversation, contact us at Synozur to help your organization navigate these dynamic times in workplace experience.