In our industry, we notice how organisations reap the benefits of offering employees hybrid work arrangements. Still, many companies are calling their workers back to the office, which leaves us with the question: Are employers measuring time or results?
The shift from time-bound to output-based work
According to our Working Women in South Africa Report 2025, only 3.4% of women want to work full-time in the office. In contrast, 56.5% prefer hybrid work, making it the most sought-after model across all career stages - early and exec. Yet, nearly half (48.9%) are still working full-time in the office, highlighting a growing disconnect between employer mandates and what women actually prefer.
What's clear is that female talent are not asking to work less, they're asking to work smarter in ways that align with their life stage and responsibilities. When businesses focus on deliverables instead of visible in-office desk time, they tap into talent potential in meaningful, measurable ways.
Why hybrid work works best - for employers and employees alike
1. It's what women prefer - all ages, races and seniority levels
Hybrid work is the most preferred work model for South African women - across age, race, and seniority. It beats fully remote and far surpasses full-time in-office preferences. Senior and executive women are the most likely to favour hybrid (54%), underscoring its importance at leadership levels.
2. Hybrid working strengthens diversity and inclusion.
Companies that adopt hybrid hiring practices attract and retain more diverse talent. The Working Women in SA 2025 report shows that hybrid work is particularly appealing to mothers, caregivers, and women re-entering the workforce after career pauses - groups often excluded from rigid work models.
3. Hybrid working is appealing to GenZ and attracts younger talent.
Even among women aged 18–24, 56.5% prefer hybrid work, challenging assumptions that early-career professionals want to be fully office-bound. To engage the next generation of female talent (Gen Z and Alpha), a hybrid model is an option employers should seriously consider for their employees.
4. Hybrid working improves retention and loyalty.
Women in hybrid roles are more likely to stay long-term. Nearly 65% of women in the report have remained in one role for 3–10 years - far above the national average. Loyalty is strongest when employers align with how women want to work.
Why Hybrid Working Overcomes Remote Working Concerns
Employers typically name three reasons for bringing staff back to the office:
- Maintaining company culture
- Improving training and mentoring
- Boosting productivity
Considering all three of the above pointers, when structured well, this is why hybrid work works well:
- Culture is about connection, not location. 13% of women say strong workplace relationships significantly enhance their wellbeing. Hybrid models that include intentional in-person time and structured team rituals help preserve culture while offering autonomy.
- Mentoring doesn't require a shared desk. Our report reveals that a lack of mentorship is a top barrier to advancement, especially for younger and mid-career women. Hybrid models can support structured mentoring, peer coaching and leadership visibility - without requiring five days a week in the office.
- Productivity is measured by results, not presence. The data shows that women are not asking to work less - they’re asking to work smarter. Hybrid work eliminates presenteeism and encourages focused, outcome-based performance while encouraging work-life integration and well-being.
Outcome-based job descriptions: Where to begin?
It starts with a mindset change. Instead of writing job descriptions focused on time, attendance, and rigid structures, ask:
- What does success in this role look like?
- What specific outputs or results do we expect each week or month?
- Can this work be done asynchronously or in fewer hours?
- Do we really need this person to be in the office every day to succeed?
- Does the entire team need to be in the office together on specific days to optimise results?
From there, you build job specifications, KPIs and workflows that empower performance.
For example: Instead of requiring a finance manager to be online 8–5, you might define their outcomes as "Prepare accurate monthly management accounts by the 5th of each month, ensure all statutory submissions are completed on time, maintain cash flow forecasts weekly, and lead a monthly financial review with the executive team." It doesn't matter where or when they do it—only that they do it well.
Hybrid work is not a compromise - it's a competitive advantage
According to the Working Women in South Africa Report 2025, 84% of women whose employers have increased in-office time are actively looking for new roles. That’s nearly double the job-seeking rate among all women surveyed. Back-to-office mandates without consideration for hybrid alternatives may be unpopular but is also a genuine talent risk.
By hiring for outcomes and embracing hybrid work for women, employers don't only get access to a more motivated, skilled workforce; they are constructing teams that are focused, loyal, and built to perform.
At RecruitMyMom, we’ve helped thousands of employers implement high-performing hybrid hiring strategies that attract, retain, and engage exceptional women. If you're looking to access a high-calibre talent pool, we're here to help.
