“Flexibility in a time of great change is a vital quality of leadership”
According to a recent article in The Times, nine in ten office workers are being called back to the office five days a week.
This is just part of a long list of headlines that prove for every step we’ve moved in the right direction, we’ve just moved 10 steps back. From headlines regarding the gender pay gap failures, to the dismissal of D&I in the US, not to mention the decrease of women’s rights globally.
I don’t want this post to be a rant but more a call to arms.
The return to five days back in the office will sadly have a very negative impact on the UK economy, not to mention the revenue of the business making that decision.
I’ve heard quite a few conversations where leaders hold the belief that their teams are less productive when they work from home and this not only comes from a perception of mistrust from the leader, it also creates a culture of distrust from the teams. If you truly believe that your teams are not working well out of the office, this is perhaps a reflection of your leadership style and one you may want to address.
As for so many, hybrid working and flexible hours open up opportunities for a whole host of people that 5days in the office just won’t.
Take me for example. I am a neurodiverse, single mum of two. I am lucky enough to work for an organisation that gives all full-time employees the option of 60/40 – two days to work from home and three days in the office. Without that option, my parental responsibilities alone would not allow me to work a fulltime job let alone the opportunity to write content in a peaceful environment when I’m not working on the busy sales floor. I however am a senior leader on a generous salary. When you consider younger generations, affording to travel to work 5 days a week is almost impossible due to the rising costs of both rent and public transport.
In fact, until this week I was a tad nervous about posting this despite my strong feelings towards it. That was until my very own CEO, Alex Mahon, posted something on the subject herself – and highlighted the very need for understanding your workforce and the implications of making decisions such as this.
Since COVID 19, more and more companies have been embracing flexible and hybrid working models, offering employees the chance to strike a better work-life balance. For parents in the UK, these working models have proven to be a game-changer, offering both professional satisfaction and personal well-being.
For many, finding the balance between work and family responsibilities can be a daily challenge. Flexible working hours allow parents to manage school runs, doctor’s appointments, and other essential tasks without the stress of rigid office hours. This flexibility helps to reduce the feeling of guilt that can arise when personal and professional duties conflict.
Hybrid working provides parents with the ability to design their own schedules. This not only makes it easier to manage home life, but it also improves overall job satisfaction, as folk feel more in control of their time.
The pressure of juggling a demanding job and family obligations can often lead to burnout, anxiety, and stress for many. Flexible working allows for a more manageable workload, which in turn can help reduce stress and improve mental health.
By working from home for part of the week or having the option to choose their working hours, employees can better care for their mental and emotional well-being. The ability to step away from the office environment and spend more time in a familiar, comfortable space can be incredibly healing.
One of the key misconceptions about flexible working is that it can hinder career growth. However, studies have shown that hybrid working models can actually help women, particularly mothers, advance in their careers. With the flexibility to work from home, women are often able to focus more deeply on their tasks without distractions. This increased productivity, paired with the ability to attend family events, allows for a healthier career progression without sacrificing time with children or family.
In fact, remote working options can level the playing field, offering mothers the chance to take on leadership roles or stretch assignments that would otherwise be difficult to manage with traditional office-based hours.
However, the benefits of hybrid working expand way beyond women. Hybrid and flexible working models can have a positive impact on performance of your workforce and if that’s not enough to take note, it is also proven to improve overall revenue.
Below is just seven of the many benefits as to why this model works:
1. Increased Productivity
A 2023 survey revealed that approximately 36% of UK employers believe that increased hybrid working has had no impact on employee productivity, while others have observed improvements.
2. Cost Savings
Businesses offering hybrid work have reported annual savings between £6.9 billion and £10.3 billion across the UK due to improved employee retention, leading to lower recruitment expenses.
3. Employee Retention & Attraction
The same study found that a significant majority of employers offering hybrid work reported that it aided in hiring and retaining talent.
4. Reduced Absenteeism & Burnout
Flexible working arrangements have been associated with improved staff well-being, with 79.9% of UK businesses citing this as a reason for implementing home working permanently.
5. Environmental & Sustainability Gains
In 2024, commuting in the UK decreased by 7% compared to 2023, reflecting the continued practice of hybrid and remote working, which contributes to lower carbon emissions.
6. Innovation & Collaboration
While specific UK statistics are limited, global studies suggest that employees in high-autonomy work models report higher levels of creativity compared to those in rigid setups.
7. Customer Satisfaction & Business Performance
A significant portion of UK businesses have adopted or plan to adopt increased home working permanently, indicating a positive impact on financial performance.
For many businesses, there is an absolute need for office work. Less experienced staff need that face-to-face time to learn their craft and great work relationships happen better when people are together in the same room. But don’t let lazy leadership lead to bad decisions. It’s key to understand the role for the office. Expecting people in work to only do what they can do from home will not help morale.
Making spaces for collaboration and culture is key. And let’s not forget the benefit to the businesses making a huge profit from those renting office space. Having the time and space to get shit done and having the option to work where we work best is key for productivity, but maybe not the profit of those who hold the leases – so we should be asking ourselves, where is this messaging really coming from?
So there you have it. The potential downfall of happy, healthy employees, business revenue, environmental impact and, the loss of opportunities for parents, women and, those with neurodiverse brains, should be enough to make the best leaders think twice about expecting their people back five days a week.
This is a bandwagon we should certainly not be jumping on. For those who do, prepare to lose your best people, your creative output and, potentially even your share price!
Rant – I mean call to arms…over.
Insanely Normal 