Two weeks turned into two years since the pandemic hit, and workplaces were switched to remote only. Now, two years on, things are finally getting back to normal. But what is normal? 

Business leaders must consider the future of work and decide whether to keep their old work structure or adapt to the times. This article will discuss the three main post-pandemic work models, including the full-time office model, the hybrid model, and the remote work model, and the advantages and disadvantages to them all. 

The Different Approaches to a Post COVID Workplace

The post-COVID workplace landscape is much different from the one we were forced to leave behind. As a result, businesses of all kinds have had to reevaluate how and where their employees work. As the dust settles, business owners and employers must now decide to keep the work from home model, bring back the full-time office work, or offer a hybrid workplace approach. 

Since there are many differences between managing in-house and remote workers, it's essential to look at the advantages and disadvantages of these working business models and determine what works best for the business, its employees, and the company culture overall.

1. Full-Time Office Model

Prior to the pandemic, the full-time office model was the go-to work model for most companies. Businesses had a dedicated office space where employees would be expected to come and work from 9 AM to 5 PM, five days a week, Monday through Friday. 

Pros and cons of the full-time office work model 

There are many advantages to this model of work. As the whole team is at the office, there is a greater ability for in-person communication, camaraderie, and teamwork. It is easy to get up from your desk and ask a question of another employee. In-person meetings offer a place to brainstorm ideas, build off each other’s knowledge, and make instant decisions. Time management might also improve in-office versus at home. 

That being said, there are also some downsides to full-time office work. Many office workers have realized how much extra they can get done in the time their usual commute to work takes each morning and evening, whether that's extra work or other personal activities. There are also health and safety concerns surrounding COVID-19 and the possibility of infection between co-workers. As a result, the physical health of employees must be considered. 

A recent survey by Canadian HR Reporter, illustrated that only 20% of the Canadians polled actually wanted to go back to work full-time. That means only 1 in 5 workers would like to go back to this pre-COVID model of work. That’s not much, meaning if you choose to bring your employees back to the office full time, many won’t like it. 

You could even risk losing your employees to other jobs that offer hybrid work or full-remote work options. 35% of those polled agreed that they would start to look for other work if their employer forced them back to the office. Taking this into consideration, how will your business meet employee demands? 

Questions to consider for the office space work model

• If the business brought everyone back to the office, would most of the team stay or leave? What are your employee preferences and how many team members want to be back in the office full time? 
• What on-site perks can you offer employees to entice them back to the office?
• Are there health and safety guidelines set in place to protect office workers from infection? For example, what COVID-19 vaccination policy would you set in place to ensure employee health? 

2. Hybrid Work Model

This hybrid working model is a recent development, as businesses have chosen to bring back part of the in-office work while also allowing employees to remote work from home part of the workweek. This model offers a middle ground to the workplace, as individuals can move back and forth between the office and home throughout the workweek. 

Some might think there is only one method for the hybrid approach, but that is not the case. Instead, there are multiple types of hybrid work models that bring together in-office and work from home models in one. These hybrid work model examples include:

1. At-Will and Remote-First Models: Employees can prioritize working from home but can decide to come into the office and on-site as they wish. It is up to the employee how they want to work. 
2. Office-First Model: Employees can work from home, but they should prioritize being in the office part of the workweek. The employer has some control over how many workers are in the office. 
3. Split-Week Model: Employees are assigned specific days of the week to work from home and to work on-site. For example, the first half of the week is spent in-office while the second half is spent working at home. 
4. Week-By-Week Model: Employees spend an entire week in-office, and the next week at home, alternating weeks in and out of the office.  
5. Designated Teams Hybrid Model: Employees are divided into teams, and the teams take turns working in and out of the office each week. For example, half the workers are assigned to Team A while the other half are Team B- Team A comes into the office one week while Team B works from home that week, and then they switch the following week. 

Pros and cons of the hybrid working model 

In two years, online collaboration became normal. Video chats and web tools made it easier to communicate and work with other employees when working remotely from the comfort of their homes. However, people do miss the in-person interactions that they would have with coworkers every day. By offering a hybrid work structure, people can gain the best of both worlds. 

The disadvantages to the hybrid model include synchronization issues and data security. As workers are moving back and forth between the office and home, or if half the team members are in the office while the other half are at home, workflow concerns could result in poor communication and decreased performance. 

Questions to consider for the hybrid workplace model 

What hybrid model will work best for your team, and is everyone on board for it?

• What will the small business time tracking policy look like? And how will you track employee work hours in and out of the office? 
• Does the business have the funds to rent office facilities all year round and only use it half of the time? 
• Do you have the technological infrastructure available to support on-site and remote work? 

3. Full-Remote Model

Full-remote work, also known as the work from home model, allows employees to work remotely. Full-remote work offers people the freedom to work from anywhere if they wish, whether that's at home, a coffee shop, or thousands of miles away in another country. This is most likely the most popular post-pandemic workplace model currently out of the three. 

The number of jobs that have turned remote is at an all-time high after millions of people had to work from home for almost two years during the pandemic. Due to this drastic lifestyle change, many workers do not want to go back to in-office work. 

Building trust between remote workers and the business owner is essential for this highly popular post-COVID workplace model. Many employers were afraid that their employees would become less productive in their home offices. However, that was not the case. 90% of remote workers reported being at least as productive as they were in the office, while almost one-third of those polled said they accomplished even more work per hour at home than they did on-site in the office. As a result, employee behaviour has been one of productivity.

Pros and cons of the remote work model 

Many assert that the work-life balance of remote work is much better than it was when they were commuting to work five days a week. A Global News poll illustrates that 64% of Canadians claimed they maintained a healthier work-life balance in 2021. 

Elimination of the daily commute, flexible work schedules, and improved health and wellness of employees are all advantages to the remote work model. In addition, remote workers assert that they have gained an overall better mental health and work-life balance as a result of being able to work from home. 

Many businesses that continue to offer this work model find that highly capable individuals are flocking to them. Therefore, the diversity of talent and retention of quality workers is another highly advantageous point for working remotely. At the same time, the business can save money on office rental space, as they won’t have to pay high fees every month for a space they aren’t using. 

That being said, some remote workers don’t necessarily shine in this work model. Some employees might get less work done with personal distractions all around. Management might not have the tools to ensure everyone stays on track throughout the workweek. There is also a heavy reliance on technology and the internet, meaning if someone has wifi or technical issues, they won’t be able to work until it's fixed.

Questions to consider for the work from home model 

• What technical support does the business have in place for remote workers? 
• How will full-remote team members communicate with one another and track their work hours? What tools will the business use to do this? 
• Will management arrange regular in-person meetings or social events to keep everyone engaged? 
• How will performance management be enacted when working remotely?
• Will the business still hire local employees or individuals from all over the country? 

With the numerous office, hybrid, and work from home models available to you as an employer and business leader, you will need to decide which one works best for your team as a whole. No matter what you decide for the future of work and what post COVID workplace model you choose for your business, manage your finances as if you had an in-house accounting team working for you. 

With software like QuickBooks Online, you can keep an expert eye on your business finances by tracking revenue and expenses and generating financial reports to ensure the health of your business. Try it for free today.