The rise of remote work has left many companies stuck in a debate on how to best balance remote versus on-site teams. Research points to mixed results with no clear winner, further fueling debate on whether it is better to bring employees back or let them stay remote.

We’ve engaged with both local and multinational companies with offices in Manila, and the leaders in these organizations acknowledge the need to find the best approach to win the talent war. They aim to keep their companies competitive by offering flexible work arrangements while also recognizing the solid merits of on-site work.

During discussions with executives, they highlighted the realization that each team within their organization is distinct, and a one-size-fits-all approach doesn’t suffice. As a result, more progressive companies are now focused on granting autonomy to teams, allowing team leads and members to determine the most suitable hybrid model for their specific team. It’s not about having a single policy for the entire company; instead, we need to consider each department and division individually.

Tapping into the workforce and asking employees what they have learned about how to optimize collaboration in a hybrid working model is a good approach. Instead of relying solely on management to devise a solution, companies can seek input from business unit and team leaders to determine the approach.

In certain traditional companies where employees have longer work tenure, we observe that employees often willingly choose or express a preference for on-site work. They mention increased focus and better collaboration as some of the reasons behind this choice. The key takeaway is that employees may not always opt for remote work by default; instead, they decide what works best for them.

If you are stuck in the on-site versus remote working debate, consider letting team members design a program that embraces the best of both worlds and helps everyone fit in, regardless of when and where they work.

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Career Connect Editorial Team