Gulf's businesses will still prefer to get work done the hybrid way

The COVID-19 pandemic dramatically changed how we work, pushing many companies in the Gulf to adopt remote and hybrid models.

Now, as major US corporations like Amazon and Google are calling employees back to the office, the region is at a crossroads. Some organizations follow suit, while others stick with flexible work arrangements. Here, we explore the complexities of this evolving work landscape, highlighting challenges and opportunities for businesses in the region.

The pandemic forced a global experiment in remote work, and many organizations saw positive outcomes. Employees enjoyed greater flexibility, improved work-life balance, and reduced stress. Some studies even showed increased productivity.

Businesses benefited from lower overheads, access to a broader talent pool, and a smaller environmental footprint.

Despite these advantages, the return-to-office movement is gaining traction. Companies pushing for more in-office presence cite concerns about collaboration, innovation, and company culture while sparking a heated debate about the best way to work.

Advocates for remote work highlight documented productivity gains and improved employee well-being, arguing that technology facilitates effective collaboration and that a strong company culture can be nurtured virtually. GitLab and Automattic serve as examples of successful, fully remote organizations.

Conversely, proponents of in-office work emphasize the importance of spontaneous interactions, mentorship, and community that a physical workplace provides. They believe these elements are crucial for fostering creativity, innovation, and strong corporate cultures.

Thankfully, many of the challenges and benefits of remote work are well documented as research on these practices dates back as far as the 1970’s.

Leadership is crucial in addressing these challenges. They must build trust, facilitate open communication, and ensure remote employees have equal access to opportunities and resources. Creating opportunities for socialization and knowledge sharing is essential for maintaining a connected workforce.

Clear communication: Establish clear communication channels and protocols. Utilize technology to keep everyone informed, aligned, and connected.

Management by objectives: Setting clear, measurable objectives is crucial for remote employees. Effective managers track progress toward goals and maintain focus and accountability.

Intentional collaboration: Invest in tools that facilitate seamless collaboration, such as project management software, video conferencing platforms, and shared digital workspaces. The region's robust digital infrastructure and tech-savvy workforce are well-positioned to leverage these tools.

Community building: Foster a sense of community through virtual and physical social events and team-building activities. Recognize and celebrate successes in both virtual and physical settings.

Proximity bias awareness: Actively combat proximity bias, which favours physically close employees. Ensure all team members are included in key meetings and decisions and have equal access to opportunities and resources. This is particularly important in our region, as we emphasize in-person relationship building.

Flexibility and thoughtful decision-making: Don’t feel pressured to adopt a certain work model just because others are doing it. Carefully consider the best approach for your organization and its goals. There is no one-size-fits-all solution.

The future of work in the GCC will likely be a hybrid one, with varying degrees of remote and in-office work depending on industry and organizational needs. In the short term, our current talent shortage drives many organizations to offer flexible work as a recruitment and retention tool.

In the longer term, Saudi Arabia's Vision 2030 and similar strategic initiatives across the GCC, emphasising on economic diversification and digital transformation, are likely to reinforce the adoption of flexible work practices.

While remote and hybrid work presents challenges, it also offers an opportunity to enhance managerial maturity and foster a more performance-oriented work culture. By embracing best practices, investing in technology, and cultivating cultures of trust, transparency, and inclusivity, organizations can reap the benefits of a flexible workforce. Leaders who adapt to this dynamic landscape and meet the evolving needs of their employees will be well-positioned to thrive in the future of work within the region.