Remote Vs. On-Site Vs. Hybrid: What’s The Best Work Model For You?

In The News

Remote and hybrid work have opened up a lot of opportunities for working women in Australia. Not only do these modern work models allow parents to continue working alongside raising a family, but they also help many professionals take greater control over their work/life balance.

The way we use the internet and digital technologies has also undergone a much-needed transformation. The prospect of working on your home WiFi network has prompted many Aussie families to start investing in cybersecurity, for instance. More families are using an Australian VPN now than ever before. And parents may even find themselves working with kids to keep the household secure against cyber threats. 

Even with all these benefits, there are still some undeniable challenges when it comes to sustaining a remote or hybrid work model. Factors like mental health, office culture, and opportunities for collaboration must be considered when selecting the ideal work model for you.

So which is the Best Work Model For You: Remote, On-Site, or Hybrid?

We’ll be exploring the benefits and disadvantages of all these work models below. Read on to help you select the perfect arrangement for your own professional life. 

1. Remote 
2. On-site 
3. Hybrid 

Remote 

It’s funny to think that remote work was little more than a pipe dream until very recently. But now it’s here to stay, and it’s brought a plethora of questions, issues, and opportunities along with it. 

The impromptu adoption of the remote work model during the COVID-19 pandemic, saw a majority of Australians suddenly working from home. The general consensus was that this was a positive and novel experience, whose only negatives were directly tied to the realities of the pandemic (i.e. kids having to study from home, which led to disruptions during the workday).

Generally speaking though, increased flexibility means happier and more vitalised work. Remote work also held benefits for employers, as they were able to save on overhead costs like utilities, provisions, rent, and the like.

Post-COVID-19, however, the remote work model has returned to being a rarity. Many employers are hesitant to offer the option, unless employees possess extenuating circumstances. Even so, committing to the normalisation of this work model could mean a complete restructuring of businesses. Should office spaces be rented out, downsized, or just plain sold? And what kind of issues could arise from this new direction?

The potential benefits of a full remote workplace include:

• Boosts in employee productivity.
• Greater flexibility in and around the workday.
• Saving time and money by removing the need to commute.
• Employees can enjoy more time with their families.
• Opportunities for enriching digital interactions with colleagues.

But how do these stack up to the concessions? Without a centralised workplace, the following issues could arise:

• Digital security vulnerabilities.
• Potential mental health issues due to isolation.
• Loss of separation between work and home may actually deteriorate work/life balance.
• Difficulties with project management and employee collaboration.

With greater employee freedom, comes greater responsibility. But it’s much easier for tech-savvy employers to stay on top of their company security by providing cybersecurity for a fully on-site team. And for workplaces that thrive on collaboration, transitioning into a remote work model could require a search for digital coworking tools to fill in the gaps. Mental health considerations are also paramount. If employees are at risk, or usually rely on company resources, examinations or check-ups may be necessary.

On-site 

Though a complete return to on-site work may be unlikely due to widespread public preferences, it has long been the standard. And a well-managed office that’s fully in-house can provide just as many benefits as a remote working model. For example, fully on-site staff can enjoy:

• A focused environment.
• Ease of collaboration and communication.
• A united management team and culture.
• Ability to rely on office equipment and facilities, such as computers, air conditioning, or mess halls.
• Simpler daily schedules with less formal meetings.

That being said, the major benefits that accompany a fully on-site role only shine through if the work environment is accommodating. Workplaces that don’t offer much flexibility run the risk of becoming an oppressive environment for employees.

If your on-site management team is not accommodating, then on-site work can just as well result in:

• Expensive, and inefficient transit and commute times.
• Increased maintenance and management costs for employers.
• Distractions by coworkers culminating in decreased productivity.
• Unpleasant workplace conditions and cultures.

As most working Australians prefer the hybrid work model, the current consensus is that on-site work models will only be maintained wherever necessary.

Hybrid 

As its name suggests, hybrid work is any combination of remote and on-site work. This can be the best of both worlds or the opposite, depending on a few factors. Some companies have fully committed to hybrid work, and organised their schedules around it. These schedules may be by team, by sector, or across all employees. 

Typically, companies follow a hybrid work model inexplicitly. Most employees remain on-site, but work-from-home is quietly available. The most popular use of hybrid work entails offering a couple of mandatory on-site weekdays, with the rest offering employees the option of working from home. 

Like remote work, a well-managed hybrid model can provide the following benefits:

• Greater scheduling flexibility.
• An improved work/life balance.
• Encouraging enriching employee interactions.
• A reduction in employee/employer expenditures.

As hybrid work models seek to provide only the best of both remote and on-site working arrangements, the drawbacks that are unique to these other working models are largely removed. Instead, unique challenges arise. These are as follows:

• Depending on how the split is enforced, separations can be created between teams, sectors or by management levels. Especially within companies that require some fully on-site personnel (like mining companies).
• Multiple schedules can mean difficulty collaborating between schedules.
• May create biases towards employees due to any ‘special’ working arrangements.

So the hybrid model may be the new norm, but there are no assurances of its benefits. This is really just because finding the work model that’s most suitable for you is a case-by-case pursuit. Working professionals are encouraged to ask themselves which model provides the most benefits for themselves personally. You should also try this method before you start seeking out fully on-site or fully remote working opportunities. You may discover that your working habits aren’t as clear cut as you once believed them to be.