Back to the office, seriously?

Many SMEs are reluctant to introduce hybrid working models.

We shed light on the current situation and the reasons for this reluctance. We also look at modern collaboration tools and technologies that close knowledge gaps and increase productivity - and how challenges such as loss of control and data security can be overcome.

1. Many companies are focussing on measures to return to the office instead of promoting hybrid working models.
2. A possible lack of knowledge about modern collaboration technologies.
3. Reservations range from loss of control to cultural challenges.

Following the pandemic, which was seen as a strong driver for hybrid working, many SMEs are still reluctant to introduce genuine hybrid working models.

Instead, they are investing in measures to lure employees back into the office. The youngest generation - the digital natives and work-life blending advocates of Generation Z - are also showing clear endeavours to develop concepts for "back to the office" rather than "hybrid work" in corresponding project work at universities.

Flexible working concepts, such as combined office and home office working, often remain unused despite adapted lecture content.

This strategy raises questions:

• Why do companies and their junior staffremainreluctant?
• What reservations exist?
• And how can managers be persuaded to see hybrid working as an opportunity?

One possible reason for this reluctance is the lack of an overview of technologies that make hybrid working efficient.

According to a study by Gartner, 56% of SMEs state that a lack of IT expertise among their employees is an obstacle to flexible forms of working. Although tools such as Slack, Microsoft Teams or Notion enable transparent collaboration, their introduction requires extensive training and a stable technical infrastructure.

There are also concerns about data security. Especially in SMEs, where budgets for IT security are limited, working from home or remotely is often seen as a risk for sensitive information.
This contributes to the fact that many companies avoid hybrid working models in order to prevent potential cyberattacks.

At the same time, companies that are already working in a hybrid model have shown that their change delivers significantly higher employee satisfaction as well as better and faster results.

^{[1] Survey of dual business administration students at DHSH after submitting their exams on the topic of "Developing a newwork concept for your or a fictitious company", Nov. 2024}

A key aspect is the fear of losing control.

Managers who are used to managing their teams on site find it difficult to evaluate results when working from home.

A study by PwC shows that 68% of managers believe that employeesare less productive outside the office - despite study results to the contrary. despite study results to the contrary.

Corporate culture also plays a role.
Many SMEs see regular physical presence as essential for cohesion and the sharing of knowledge.

There are concerns that hybrid working could dilute these cultural values and lead to greater demarcation between teams.

Working with technology consultants , such as the experts at aixvox, offers an opportunity to develop potential customers through accompanying workshops and knowledge transfer, which are helpful in hybrid working models.

Technology consultants can support companies in the introduction of modern collaboration tools by providing market overviews, building up basic knowledge and reducing resentment.

In addition, external coaches help managers to successfully manage hybrid teams.

The reluctance towards hybrid working models is understandable, but not irrefutable.
For example, a study by McKinsey found that hybrid working models can increase productivity by up to 25 %.

Managers should see hybrid working concepts as an investment in the future - for their company and their employees.