Sir, – Further to Eoin Burke-Kennedy’s recent article which discusses the complexities surrounding remote work and productivity (“Is remote working just another fad or actually good for productivity?” (Business, November 25th), it is clear that businesses must continue to adapt strategies to encourage a productive and engaged workforce.
As a HR professional who has overseen the roll-out of various blended working initiatives, this is of particular interest to me.
Hybrid work models offer a nuanced approach to productivity that recognises individual work styles and preferences. Much research has shown that a significant majority of workers appreciate hybrid work arrangements, with many reporting increased productivity when given the flexibility to choose their optimal work environment.
By allowing employees to tailor their work settings, organisations can enhance both performance and job satisfaction. This approach acknowledges that productivity isn’t one-size-fits-all.
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Some employees thrive in collaborative office spaces, while others excel in quiet home environments.
A hybrid model empowers workers to leverage their personal strengths, balancing team collaboration with focused individual work.
This not only boosts efficiency but also supports employee well-being, contributing to improved mental health and job satisfaction.
Ultimately, successful hybrid working hinges on trusting employees to manage their work effectively and providing the right tools and support to help them succeed.
Perhaps the real challenge around hybrid working is not the model itself but in overcoming managerial scepticism. – Yours, etc,
LOUISA MOSS,
Cabra,
Dublin 7.