Recruiting is as much about finding the best talent as finding someone who can adapt and be additive to the culture, which is always set by the CEO. However, CEOs who were in the past able to dictate being in the office are now being challenged as their hiring pool becomes limited due to pushback from talent refusing to move to a company that won't offer flexibility. The workforce has changed, and the CEOs who refuse to adapt will lose the talent war.
While adaptability is one of the most valued traits in a CEO, many are still challenged with adapting to a hybrid work environment, looking for employees and business leaders to be physically together and believing better collaboration and increased productivity will occur, regardless of what the research states. For instance, a study by Stanford University found that remote workers were 13% more productive than their in-office counterparts, attributing this to a quieter, more convenient working environment and fewer breaks and sick days. Additionally, a survey by FlexJobs revealed that 65% of respondents reported higher productivity in their home office than in a traditional workplace setting, and 80% said they would be more loyal to their employers if they had flexible work options.
We are finding that CEOs with the "in-office" mindset argue that the office environment's spontaneous interactions, immediate feedback, and collaborative company culture are irreplaceable. For these leaders, the physical presence of employees equals productivity and engagement. Indeed, much of this is true, but employees have recognized that with so many companies offering hybrid work environments, they have a choice, and today's workforce wants the option to be in the office or not. Even more challenging for the CEO is when prospective candidates view a five-day-a-week culture as a yellow flag to a potentially poor work environment.
One of the most contentious aspects of this debate is the question of productivity. With Instagram and TikTok littered with videos of employees snapping themselves on beaches while working, business leaders question how they police work from home should they decide to employ a hybrid model. Some companies are now tracking their employees, working to deliver flexibility but demanding a certain number of hours in-office. While the hybrid approach is appreciated by employees, the "big brother is watching" culture has added to an entirely new dynamic that puts trust at the center of the employer-employee relationship.
The Path Forward in Hiring and Retention
For now, what we see as the best solution is a hybrid work model with a clear directive of in-office days vs. fully flex or fully in-office. The most compelling model for employees, and what seems to work well for leadership, is the following:
If recruiting and retention are a top priority for CEOs, adapting to a hybrid work environment is going to be a "must-have" shift if they are to attract the best talent.
