The debate over hybrid working continues to polarize businesses globally. While some companies, like Amazon, are mandating a return to the office, the travel industry seems to be embracing a more flexible approach.
Hybrid and remote working have become central to attracting talent, improving productivity, and addressing new employee expectations. This article examines how businesses are navigating the complexities of hybrid work and its implications for the travel industry.
Flexibility vs. Structure: The Office Debate
Amazon CEO Andy Jassy recently reignited the return-to-office debate by requiring employees to work in-person five days a week, citing improved collaboration and cultural alignment. However, not everyone agrees.
At the GBTA Europe conference in Copenhagen, over half of the surveyed professionals (55%) admitted that the manager-employee dynamic is more effective in-person. Additionally, 82% agreed that early-career employees benefit significantly from an office environment, where hands-on mentoring and real-time feedback are more accessible.
Despite this, a large majority of organizations in the travel industry have embraced hybrid or remote models. According to the same GBTA survey, 74% of attendees reported their workforce operates in a hybrid setup, with only 9% fully onsite. This shift is reflective of broader workforce trends valuing flexibility over traditional office mandates.
The Talent Challenge: Remote Work as a Recruitment Tool
Hybrid and remote work models are not just perks; they’re powerful recruitment tools. Many employees, particularly those in the travel industry, have moved further from urban centers post-pandemic, making daily commutes impractical.
Recruitment experts like Emma Gregory from Urbanberry Recruitment note that travel consultants are often reluctant to return to office-based roles.
Companies offering remote positions benefit from a larger talent pool. Barbara Kolosinska of C&M Travel Recruitment points out that remote roles attract more applicants, even when salaries are slightly lower due to savings on commuting costs. For businesses in competitive industries, offering flexibility can be the difference between filling roles and leaving them vacant.
Cultural Nuances in Workplace Flexibility
The adoption of hybrid and remote work varies significantly across regions. According to Daniel Tallos, founder of Find Your Best recruitment agency, cultural norms influence workplace expectations.
For instance, Northern European countries like the Netherlands, Sweden, and Norway have high adoption rates of remote work. In contrast, Southern and Central European nations, such as Italy and Spain, are more likely to emphasize traditional office settings due to cultural preferences for hierarchical structures.
Governments also play a pivotal role in shaping work models. In the Netherlands, legislation encouraging remote work to reduce CO2 emissions has prompted many companies to formalize hybrid and remote policies. These initiatives highlight how environmental goals and workforce flexibility can go hand in hand.
Work From Anywhere: A Step Beyond Hybrid
Some companies are pushing the boundaries of workplace flexibility by adopting “work from anywhere” (WFA) policies. BCD Travel, for example, allows employees to work from any location for up to 60 days per year. This policy has proven particularly popular among younger employees who prioritize work-life balance and mental health.
WFA policies are not just about attracting talent; they also cater to the growing demand for workplace mobility. Suzanne Miechels, BCD Travel’s director of talent acquisition, notes that Gen Z employees are particularly drawn to roles offering flexibility. By accommodating these expectations, companies can appeal to a generation that values autonomy and purpose in their work.
Adapting Recruitment Strategies to the New Normal
To attract top talent in a competitive market, businesses must rethink their recruitment strategies. Giovanni Bernardi of Bizaway highlights the importance of creating roles that emphasize impact and growth rather than superficial perks like free snacks. His company’s phantom stock plan, which gives employees a financial stake in the business, is an example of how companies can align their recruitment strategies with employee values.
Additionally, many organizations are working to make their hiring practices more inclusive. BCD Travel has developed strategies to recruit refugee and neurodiverse talent, while others are partnering with universities to engage the next generation of professionals. By investing in training and mentorship programs, companies are building pipelines of future talent while addressing current skill gaps.
The Role of Technology in Supporting Hybrid Work
Technology is a critical enabler of hybrid and remote work. Tools like video conferencing platforms, cloud-based project management software, and digital communication channels allow teams to collaborate seamlessly, regardless of location. Businesses that invest in robust digital infrastructure are better positioned to navigate the challenges of a distributed workforce.
Additionally, companies are leveraging data to measure performance and engagement. For example, instead of tracking hours worked, many organizations are focusing on outcomes and goals. This shift to results-oriented management ensures that flexibility doesn’t come at the cost of productivity.
Challenges and Opportunities Ahead
While hybrid working offers numerous benefits, it’s not without challenges. Maintaining team cohesion, ensuring consistent communication, and addressing employee burnout are ongoing concerns. Employers must also navigate the complexities of tax and legal compliance when implementing WFA policies, particularly for cross-border employees.
On the flip side, hybrid and remote work models offer opportunities to reduce operational costs, improve employee satisfaction, and align with sustainability goals. By prioritizing flexibility and investing in supportive policies, companies can create resilient workforces equipped for the future.
Conclusion
The shift toward hybrid and remote working is more than a temporary trend—it represents a fundamental transformation in how businesses operate.
While some companies are doubling down on in-office policies, the travel industry and many others have embraced flexibility as a way to attract talent, improve productivity, and adapt to a changing world.
By focusing on employee needs, leveraging technology, and fostering a culture of trust and autonomy, businesses can thrive in this new era of work.
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The continuation of our Melville’s Polynesian life was a little agitated, but it is in Taipivai that we will remain for a few days. The valley, at the bottom of the Bay of the Controller, is closed by an impressive basalt wall from which seems to escape a vertiginous cascade; with a guide, it will be easy for you to go there and enjoy a bath in the vas
Back on the road, you just have to go down towards the sea to admire the tohua recently built in the center of the village, which allows, during art festivals, to offer an exceptional setting to the troops who perform, dancers, singers, and musicians, as well as to the public.
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As you will have probably noticed, the images filmed from heaven are becoming more democratic. Wow-wow effect guaranteed! With a quadcopter, you can add another dimension to your montages, with stunning aerial views. There are drones with an integrated camera. The best 
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Maultasche
I’ve never been a big fan of the phone and even today, more than a month after returning home; I still don’t have a mobile phone number.
