Combined: Hybrid work models can offer the best of both worlds: worker well-being and productivity

Prime Minister Christopher Luxon this week ordered civil servants to return to work, sparking debate about the future of work in New Zealand.

But Lacson’s order ignores broader changes to workplace culture.

Driven by the rise in dual-income households and rapid technological advances, work-from-home (WFH) arrangements have grown significantly over the past decade.

The COVID pandemic has been a catalyst for further change, proving that many jobs can be successfully completed remotely.

An upcoming article in the New Zealand Journal of Employment Relations will explore the pros and cons of remote working, focusing on how a hybrid model that combines office and home working can improve happiness, engagement and productivity.

As society changes with technology and employment expectations, we now know that adopting a hybrid approach could deliver better outcomes – and, despite the Prime Minister’s calls for civil servants, it may be too late to roll back.

Embrace flexibility

Under current rules, employees can request flexible working arrangements and employers must provide a valid reason if they refuse a request.

According to a 2023 survey by New Zealand’s Human Resources Agency, 40% of HR professionals cited increased productivity as a key benefit of working from home.

Additionally, some professional organisations have introduced telecommuting or hybrid working arrangements.

For example, the New Zealand Law Society highlights the significant benefits flexible working can bring to its members, including increased employee engagement, productivity and overall wellbeing.

The Te Kawa Mataaho Public Service Commission report noted the public service had succeeded in delivering a high quality service whilst working remotely during the pandemic.

The Commission’s current guidelines on hybrid working arrangements support the flexibility to work from home and concentrate, and collaborate where necessary.

Does WFH make you less efficient?

Luxon argues that forcing workers back to the office will improve efficiency, but there is little evidence to suggest that New Zealand’s productivity has suffered significantly as a result of working from home or hybrid working arrangements.

Instead, it found that office-only arrangements risked introducing new inefficiencies into government, including new permitting and reporting tiers on arrangements that had already been agreed.

The assumption that office work is suitable for everyone has also been contradicted by experiences during and after the COVID-19 pandemic.

During the first year of the pandemic, many workers found themselves without the casual interactions that once fueled their creativity, and they also struggled with feelings of isolation, especially for caregivers (often women) who had to juggle their work with increased childcare responsibilities.

Despite this, a University of Otago survey conducted during the pandemic found that 67% of participants preferred a hybrid working model.

While many expressed optimism about continuing to work remotely, and a significant proportion reported stable or increased productivity, some also struggled with the distractions that come with working from home.

Our research also found that working with a hybrid approach, where one or more days are spent from home, reduces the risk of professional and social isolation and improves collaboration.

The opportunity to work part of the time from home has allowed me to focus better, reduced my commute and improved my health.

Improving productivity when working from home

Lacson’s assertion that working from home is “not a right” is consistent with traditional ways of thinking about work, including the idea that time spent at a desk is a measure of productivity, not work output.

However, there is growing evidence that remote working can improve both productivity and employee satisfaction.

Eliminating the daily commute allows employees to focus their time on focused work, which has a positive impact on job satisfaction and mental health.

Additionally, remote work promotes inclusivity and allows organizations to access talent from a wider geographic range, enhancing diversity and innovation.

A report from McKinsey & Company found that companies that embrace flexible work arrangements are in a better position to weather future uncertainties and maintain or even increase productivity.

A survey by the Australian Council of Trade Unions looking at WFH found that around 48% of participants said their productivity had increased due in part to the lack of a commute.

But it also highlighted challenges: Nearly 40% of respondents said they are working longer hours, which could lead to burnout. Addressing these issues is essential to maintaining employee wellbeing.

The Future of Work

Leaders need to adapt to the changing work environment rather than enforcing strict office attendance.

Promoting flexible arrangements will foster a more productive and engaged workforce, ultimately benefiting New Zealand’s public service in today’s dynamic environment.

Achieving a balance between both office and remote work is the most promising path forward.

This article is republished from The Conversation under a Creative Commons license. Read the original article.