As we adapt to a new era of work arrangements, the concept of flexibility has become central. According to Randstad, one in three employees wants the option to work from home. Despite this, a Swedish study shows that when work shifts to remote settings, business growth can be hindered.

According to a global work-life report from Randstad, one in three employees wants flexibility and the option to work from home. Despite this, a large-scale survey of Swedish leaders, conducted by the Swedish Work Environment Authority during the pandemic, shows that business development comes to a standstill when employees work remotely.

Daniel Lundqvist, a work life researcher at Linköping University, emphasizes that while employees were able to perform their duties relatively well during the pandemic, many managers had to put strategic work on the back burner in order to adapt to the new work environment.

The agency’s report shows that managers’ ability to lead deteriorated during the pandemic, even as the demands on leadership increased. The findings indicate that managers focused more on day-to-day operations during the COVID-19 pandemic, at the expense of strategic work.

In the wake of the pandemic, a tug-of-war over hybrid work emerged in many organizations. Employees saw the benefits for their work-life balance, while managers felt the need to resume business development and reunite their teams.

“After the pandemic, there was a bit of a backlash. There was a tug-of-war over hybrid work in many organizations. Many employees felt they had a good work situation that supported their work-life balance. Managers, on the other hand, felt that ‘now we have to focus on business development—and we need to bring the teams back together,’” says Daniel Lundqvist. 

According to Randstad’s comprehensive report, 90 percent of Swedish workers consider work-life balance to be one of the most important factors when choosing their current or future job. Despite this, work-life balance does not necessarily mean working from home.

The Importance of Smart Hybrid Arrangements

Daniel Lundqvist emphasizes the importance of managers being aware that not all employees have a suitable work environment at home. It is the manager’s responsibility to be available and support employees who are not feeling well, even though it can be more difficult to detect signs of distress during hybrid or remote work.

The hybrid workplace also requires managers to trust their staff while maintaining a certain degree of control as business leaders. However, flexible work models have proven to offer significant benefits for businesses, according to the Scoop Flex Index, which shows stronger revenue growth for companies that allow full flexibility in how work is performed.

Daniel Lundqvist also notes that the best way of working can vary across industries, workplaces, employees, and leaders. Addressing the challenges that arise in the hybrid work environment requires new solutions and a greater focus on business development.

Although there are still some teething problems to work out, Lundqvist believes the hybrid work model is here to stay. He predicts that the majority of organizations will continue to have some form of hybrid work arrangement going forward. He urges managers and leaders to listen to their employees, be flexible, but at the same time not forget the strategic leadership that is crucial to the success of the business.

Sources: Scoop Flex Index, Randstad.