survey results on flexible/hybrid working

survey results on flexible/hybrid working

The results of our survey to candidates, relating to flexible and hybrid working.


In this report, we present the survey results on flexible/hybrid working. This was shared with our candidates in our most recent newsletter, as well as across LinkedIn. Respondents come from wide ranging roles and sectors in the construction industry. The survey aimed to understand their experiences and opinions on flexible and hybrid working. Whilst this became hugely prevalent due to the COVID-19 pandemic, where are we today?

We also offer some recommendations for employers who want to adopt or improve their flexible and hybrid working practices.

The survey received responses from candidates across sales, design, construction office and site, with a majority of them being office-based. Most of the respondents were employed, while about a quarter were contract or freelance workers. The respondents were mostly mid-senior and executive level professionals, reflecting our candidate base.

According to the survey, most of the respondents (75%) had been offered flexible working by their employers, and most of them (but not all) accepted it. Some of the reasons for declining flexible working were preference for working in the office, productivity concerns, or personal circumstances. For those who were not offered flexible working, the main reasons were the nature of the role, the company policy, or the management control.

Reasons for and against

The respondents who chose to work in the office gave some examples of the benefits of doing so. These included keeping in touch with colleagues, resolving issues quickly, and keeping work and home separate. On the other hand, the respondents who faced challenges or barriers to flexible working gave some negative examples. These included lack of leadership trust, management control, insufficient resources, perceived poor performance, or old school management.

Effect on Employer Brand

Our survey also asked the respondents about the impact of flexible and hybrid working on the employer brand, and the influence of flexible and hybrid working on their decision to apply for or accept a job. The results were overwhelmingly positive, with 77% and 78% of the respondents respectively saying that flexible and hybrid working had a positive impact or influence. Only 4% of the respondents said that flexible and hybrid working had a negative impact on the employer brand.

Barriers to Flexible/Hybrid working

Our survey results on flexible/hybrid working identified the biggest barrier as productivity fears. This was mentioned by around half of the respondents. Other barriers included technology, management of remote teams, and resistance from management.
The survey also asked the respondents what changes were needed to improve flexible and hybrid working. The top answers were trust culture and communication, which were mentioned by over 60% of the respondents. Other changes included technology investment, home office assistance, and policy change. Many respondents cited more than one issue as a factor.

Survey Conclusions/Recommendations

We conclude with some recommendations for employers who want to implement or improve their flexible and hybrid working practices. Based on the survey results, we suggest the following:

  • Build a trust culture that empowers employees to work flexibly and autonomously, without micromanagement or performance anxiety.
  • Enhance communication and collaboration among remote and hybrid teams, using various channels and tools, and providing regular feedback and recognition.
  • Invest in technology that enables and supports flexible and hybrid working, such as cloud-based platforms, video conferencing, and cybersecurity.
  • Provide home office assistance to employees who work from home, such as equipment, furniture, or reimbursement.
  • Review and update the company policy on flexible and hybrid working, to ensure clarity, consistency, and fairness.

By following these recommendations, employers can benefit from the positive impact and influence of flexible and hybrid working on their brand, and attract and retain more candidates who value flexibility and work-life balance.

The team at ARV Solutions are keen to discuss with our clients, how we can assist in developing better routes to flexible working, as it facilitates getting jobs filled, in a candidate short market – so everyone gains by getting this right.

discussing survey results on flexible/hybrid working

discussing survey results on flexible/hybrid working


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