A notable divergence has emerged between employee preferences and employer mandates in South Africa.

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Since the COVID-19 pandemic, many industries have embraced flexible work solutions. But 6 years after the disruption, the working norms are at a crossroads – do we return to full-time in-person or embrace flexible solutions?

Well, depending on the side of the story, this is a heated subject. Here’s why:

A little history

Before the pandemic, there was a noticeable shift toward remote/ flexible work arrangements. COVID-19 accelerated that shift. Like many others, we watched companies scramble to equip their teams with the tools and support needed to stay productive from home.

It wasn’t easy, but over time it became apparent that this new way of working wasn’t just a temporary. People genuinely preferred the flexibility. As employees began to return to offices part-time, it became clear that we’re not returning to the old normal.

Instead, there’s a real opportunity to create work models that reflect the needs of today’s worker.

For flexible arrangements

In fact, many people thrive with flexible work arrangements: they’ve shown they’re often more focused, motivated, and productive when working in a hybrid or remote setup.

According to several studies, organisations with flexible working arrangements reported higher productivity levels amongst staff.

When employees are trusted to manage their own time and environment, they tend to deliver even better results.

According to South African employers, they haven’t reaped the same rewards.

Against flexible arrangements

As it stands, 60% of South African employers were moving away from remote work arrangements, aligning with global trends favouring in-office work.

In theory, working from home is ideal, but the reality for most South Africans isn't.

A report by the Public Service Commission states that there are concerns that prolonged remote working models can be detrimental to team moral.

South African employers are also concerned about the lack of suitable home environments - with loadshedding, water supply concerns and other factors affecting employee's productivity.

Decline in Remote Job Listings

The percentage of job listings labelled 'remote' or 'hybrid' decreased from 4.3% in 2023 to 3.7% in 2024.

Even if employers object, employees are fighting back.

Prioritising work-life balance isn’t just a nice-to-have anymore; it’s a key part of building a healthy, effective work environment.

With a national staff turnover rate of 17%( increasing as the years go on), one can speculate that a driver for quitting could be flexibility or a lack thereof.

A hybrid workplace strikes the right balance between structure and flexibility. By blending in-office and remote work, employees can enjoy the freedom to work with their own structure.

On the flip side, employers benefit too. Hybrid teams tend to be more productive, resilient, and committed in the long run. No matter where they’re working, I believe the workplace of the future will be one where employees feel fully integrated into their teams.

Flexibility should be structured, not chaotic guided by clear expectations. Change is inevitable, and adaptability is essential as organizations continue to evolve. it’s no longer enough to offer just a competitive salary, employees are looking for flexibility, autonomy, and a culture that supports their personal and professional growth.

While employers aim to return to traditional models, employee preferences have evolved, emphasizing flexibility and autonomy. Organizations that recognize and adapt to these changing dynamics are more likely to thrive in the modern work environment, ensuring both employee satisfaction and business success.

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