Hybrid and remote work has transformed the modern workplace, offering unprecedented flexibility and autonomy to employees worldwide. For many, the ability to work from anywhere has been a dream realised, leading to better work-life balance, increased productivity, and more control over one’s schedule. Yet, as this way of working becomes more common, there's a growing sense that some employees may be taking this opportunity for granted.

With significant freedom and autonomy often comes the danger of complacency, and not all professionals fully grasp the value of hybrid and remote work until it’s too late. When roles end—whether through company changes, redundancy, or performance issues—employees who once enjoyed remote work may find themselves realising, in hindsight, just how fortunate they were. And as they re-enter the job market, many discover that remote or hybrid roles aren't as easy to come by as they once thought.

The Rise of Hybrid and Remote Work: An Unparalleled Opportunity

The benefits of remote and hybrid working for employees are vast. These work models provide greater flexibility, reduce commuting stress, allow for more family time, and enable workers to design their day around peak productivity hours. Many professionals have reported improved mental health and increased job satisfaction due to the autonomy that remote work offers.

Additionally, the shift to hybrid work has opened doors for individuals who previously struggled to balance their professional and personal lives, such as parents, caregivers, or those with long commutes. Companies offering these opportunities have seen boosts in employee morale, often resulting in better retention and a more motivated workforce. It's easy to see why this model of work has become so desirable.

However, as the months and years of hybrid and remote work wear on, there are signs that some employees have become accustomed to the benefits, perhaps to the point of underappreciating the opportunity. In conversations with executives, I’ve seen firsthand how some employees lose sight of the unique privileges these roles provide, often only realising it when the job is no longer theirs.

Taking Remote and Hybrid Work for Granted

For many professionals, the flexibility of hybrid or fully remote roles has become the norm. With this normalisation, there’s a risk of losing appreciation for the unique advantages these roles offer. Some workers begin to view this flexibility as an entitlement, rather than a privilege. In some cases, this leads to a reduction in the investment they make in their role—less time spent on professional development, reduced focus, or a failure to seize opportunities to prove their value in a distributed work environment.

Unfortunately, not all companies are equipped to offer remote or hybrid work options. Some businesses, due to the nature of their operations, their leadership preferences, or their corporate culture, require employees to be physically present. The pandemic may have temporarily expanded the number of companies willing to experiment with remote work, but many have since reverted to in-office or limited hybrid models. For employees who have become comfortable in remote roles, this shift can be an unwelcome wake-up call.

It’s only when faced with redundancy, business change, or performance issues that some employees realise just how fortunate they were to have had a hybrid or remote role. Once they re-enter the job market, they often find that not every employer offers this flexibility, and those that do may have stricter criteria or more competitive hiring processes. Many executives I’ve spoken with regret not investing more time and focus into their remote roles when they had them. With hindsight, they acknowledge that they took for granted the freedom and flexibility these roles offered and wish they had made a greater effort to secure their position, enhance their skills, and demonstrate their value to the organisation.

The Changing Market: Not All Remote Workers are Equal

As remote work has matured, more companies are realising that not every employee thrives in a distributed environment. Some people work well independently, managing their time effectively and meeting their targets without much oversight. Others, however, struggle without the structure and supervision that come with an office setting. For these individuals, the lack of self-awareness can be a significant barrier to success in a remote role.

When discussing remote work, I’ve heard repeatedly that one of the biggest challenges is identifying employees who can work independently and manage their tasks without direct oversight. Many companies are now looking for concrete evidence that a candidate can thrive in a remote environment before offering a hybrid or fully remote position. References that can attest to someone’s ability to self-manage, stay motivated, and maintain productivity without constant supervision are becoming more critical in hiring decisions.

For employees, this means that simply having remote work experience isn’t enough. They must demonstrate their ability to excel in that environment. Those who have taken their remote role for granted, assuming they can easily find another, may be surprised to learn that employers are becoming more selective. The ability to work remotely is now a skill, not just a job perk, and not everyone has the discipline, self-awareness, and time management needed to succeed in this type of role.

The Importance of Self-Awareness and Continuous Development

For those currently in hybrid or remote roles, it’s vital to recognise the value of their position and the need for self-awareness. Employers are looking for workers who can demonstrate that they’re not only capable of working remotely, but who excel in doing so. This requires a combination of technical skills, communication abilities, and an understanding of how to collaborate effectively with teams spread across different locations and time zones.

Employees who assume they’re performing well without seeking feedback, improving their skills, or staying connected with their team may be blindsided when performance reviews reveal otherwise. In hybrid and remote work environments, regular self-assessment and professional development are more critical than ever. Workers must continually ask themselves: Am I managing my time well? Am I staying engaged with my team? Am I contributing as much value as I could in this role?

A Privilege Worth Investing In

Hybrid and remote work has given employees more freedom and flexibility than ever before, but with that comes the responsibility to appreciate and make the most of this opportunity. For those fortunate enough to have such roles, it’s crucial to invest time and effort into maintaining productivity, improving skills, and demonstrating value to the organisation.

The job market is competitive, and not all companies are set up to offer remote or hybrid work. For those who lose their remote roles, finding similar opportunities may be more challenging than anticipated. In hindsight, many professionals realise too late just how fortunate they were, wishing they had valued their position more and worked harder to secure it. For those still enjoying the benefits of remote or hybrid work, now is the time to act—before complacency leads to regret.

Employees should be mindful of the potential challenges that may arise and actively develop the skills and attributes necessary for success in such environments. Companies, in turn, should recognise the importance of remote work experience and be willing to invest in training and development programs to equip their employees with the necessary skills.

 

Mark Geraghty

Partner

Executive Recruit Ltd

Web: www.executiverecruitment.co.uk

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