80% of Irish businesses believe career progression opportunities are limited for hybrid workers

The Impact of Hybrid Work on Career Progression: Insights from Irish Businesses

The COVID-19 pandemic has reshaped the way we work, with many organizations adopting hybrid work models that combine remote and in-person work. While this new way of working has brought about numerous benefits, such as increased flexibility and improved work-life balance, concerns have been raised about its impact on career progression opportunities. In a recent survey conducted in Ireland, it was found that a staggering 80% of businesses believe that career progression for hybrid workers is limited. In this article, we will delve into the reasons behind this perception and explore potential solutions to ensure that hybrid workers can continue to advance in their careers.

Challenges Faced by Hybrid Workers:
One of the main reasons cited by businesses for the limited career progression opportunities for hybrid workers is the perceived lack of visibility and face-to-face interaction. In traditional office settings, employees have more opportunities to network, build relationships, and showcase their skills and abilities. However, with remote work becoming more prevalent, hybrid workers may find it challenging to establish the same level of visibility and connection with their colleagues and superiors.

Another challenge faced by hybrid workers is the potential for a disconnect in communication and collaboration. While technology has made it easier to stay connected virtually, there can still be instances where important information or opportunities may be missed due to the absence of in-person interactions. This can inadvertently hinder career growth and progression for hybrid workers.

Solutions for Enhancing Career Progression:
To address the concerns raised by businesses regarding limited career progression for hybrid workers, it is crucial to implement strategies that promote visibility, collaboration, and professional development. Here are some potential solutions:

1. Regular Check-ins and Performance Reviews: Managers should schedule regular check-ins with hybrid workers to discuss their progress, provide feedback, and identify areas for growth. This ensures that hybrid workers receive the necessary guidance and support to advance in their careers.

2. Virtual Networking Opportunities: Organizations can organize virtual networking events, workshops, and conferences to facilitate connections between hybrid workers and their colleagues. This allows for the exchange of ideas, knowledge sharing, and the building of professional relationships.

3. Skill Development Programs: Offering skill development programs specifically tailored for hybrid workers can help them acquire new skills and stay competitive in their respective fields. These programs can be delivered through online platforms or in-person workshops, depending on the nature of the skills being taught.

4. Mentorship Programs: Establishing mentorship programs where hybrid workers are paired with experienced professionals can provide valuable guidance and support. Mentors can offer insights into career progression strategies, provide advice, and help navigate the challenges faced by hybrid workers.

While concerns about limited career progression opportunities for hybrid workers are prevalent among Irish businesses, it is essential to address these challenges and find ways to ensure that hybrid workers can continue to thrive in their careers. By implementing strategies that enhance visibility, collaboration, and professional development, organizations can create an inclusive and supportive environment for hybrid workers. With the right support and opportunities, hybrid workers can overcome the perceived limitations and achieve their career goals in this evolving work landscape.