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| 1 minute read

What hybrid working means for sales teams

Just as I'm preparing for the Hyperion Executive Search offsite meeting next week, this pops into my inbox!  One of the biggest talent topics of the decade. Office/Remote/Hybrid. There are without doubt pro's and cons to each. Like most decisions any leader of any business will need to make, it is seldom an easy call. You can't please everyone, and there will be an element of compromise. You can't have all of the Pro's and none of the Con's whichever choice you make.

As headhunters we know, and hear daily, why people leave companies, why they join them, and why they stay. We operate across 15 countries, and across (leadership/senior) disciplines. The vast majority of talent wants at least some remote working. You increase your talent pool, you increase your retention, you also increase your productivity IF you do it right.

As I've written on many occasions, the Offsite is a key, but far from the only, tool in the remote/hybrid culture toolbox. 

If you lead a team and are remote/hybrid, or thinking about this, I'm happy to share insights from our own experiences and those we see from our clients and the market.

As much as a functionality issue, the hybrid-working debate also carries a consideration for HR. Increasingly, hybrid-working opportunities are becoming a key factor for people when it comes to deciding whether or not to accept a job. Sales managers and directors, then, face an evolving challenge of keeping staff motivated and disciplined, while still affording them autonomy and privacy.


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