The pandemic abruptly interrupted every organization, forcing us all into a 100% virtual world. There was no blueprint, no warning. It just happened. At first, we all adjusted, doing our best to make remote work function. But let’s be honest – problems quickly emerged. Companies struggled with having too many or too few meetings. The wrong people were in some meetings, while others who needed to be involved were left out. Some employees weren’t working enough hours or got distracted by video games. In some cases, people secretly took on second jobs. And one of the biggest challenges? Many younger employees, especially recent graduates, missed out on learning from those at higher levels of the organization, failing to understand how the company worked as a whole. The opportunity to build meaningful mentor relationships became more elusive.
I know the pandemic introduced loneliness for many people, something that still lingers today. Virtual employees, working from their kitchens or bedrooms, often found it hard to stay focused, especially when they shared space with others. But despite all this, I still believe remote work – when done right – has immense value. At Topgrading, we’ve always been virtual, and it’s one of the reasons we’ve been able to attract and retain top talent.
The truth is, one size doesn’t fit all. I believe in the power of hybrid work, especially when it’s tailored to meet the needs of the team. Independent, experienced professionals – like lawyers, accountants, and other seasoned experts – don’t necessarily need to be in the office all the time. They’ve earned the trust to work autonomously. But newer employees, particularly recent college grads, benefit greatly from spending 2 or 3 days a week in the office. That’s where they learn, observe, and develop the relationships that shape their careers.
In the most effective hybrid models, employees are trusted to figure out the balance between office and remote work themselves. When you hire the right people, you don’t need to mandate how and where they work. They’ll seek the best of both worlds.
What Happens When Leaders Like Bezos and Musk Demand Full-Time Office Work
When major banks and billionaires like Jeff Bezos and Elon Musk order everyone back into the office full time, they fail to see the ripple effects. Sure, they have the economic power to demand just about anything they want, but this level of rigidity creates big problems for their employees.
Some people simply cannot commute long distances. New parents – both moms and dads – are scrambling to find reliable childcare. Employees with disabilities are facing barriers to getting to the office. And beyond logistical challenges, the hard truth is that the pendulum is swinging too far back in the wrong direction.
Research is already showing that extreme solutions – whether it’s 100% remote or 100% in-office – often don’t work. The most effective approach is somewhere in between. As organizations continue to navigate this evolving landscape, the key will be finding a balance that prioritizes flexibility, trust, and employee well-being.
The Future is Flexibility
At Topgrading, we’ve found a way to make remote work effective, and while we’ve thrived as a virtual company, I understand that not every organization can take that same approach. What’s clear is that full-time office mandates, like those from Musk and Bezos, overlook the complexities of today’s workforce. People want flexibility. They want trust. And they want to know their personal challenges, whether it’s childcare or long commutes, are being taken into account.
The pendulum may swing back and forth, but what’s essential is that we learn from what works and what doesn’t. I believe that hybrid models, with flexibility built into the core, are the future. The pandemic taught us that we can adapt, but it also showed us that employees work best when they’re given trust and autonomy.
A Call for Balance
Musk and Bezos may have the power to demand what they want from their employees, but flexibility and trust might actually work better for them in the long run. Organizations that allow for a hybrid model are more likely to attract top talent and keep their teams happier and more engaged.
At the end of the day, happy employees are productive employees. That’s been my experience as a CEO, and it’s a principle that’s guided our success at Topgrading.
Ready to Build a High-Performing, Flexible Team?
If you’re ready to take your hiring strategy to the next level and build a team that thrives in both remote and hybrid environments, we’re here to help. At Topgrading, we specialize in identifying and hiring A-players who excel regardless of where they work. Contact us today to learn how our proven methods can help your organization thrive in a rapidly changing work landscape.
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Dr. Brad Smart is Founder and CEO of Topgrading, Inc. Topgrading is dedicated to helping companies of all sizes maximize the hiring of high performers. Topgrading assesses candidates for senior positions (where the costs of mis-hires are high) and trains all managers to create teams of almost all high performers.
Brad has seven published books on hiring; the most recent three (the first, second, and third editions of Topgrading) were all best sellers. Brad, and President Chris Mursau’s new book, Foolproof Hiring (Forbes Books), is available for purchase by clicking here. After just six weeks, Foolproof Hiring, achieved Amazon Best Seller status.
Brad can be reached at www.Topgrading.com
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