Despite a wave of return-to-office directives issued by large U.S. employers this year, workforce flexibility remains a leading strategy for many Spokane-area companies as they settle into a new normal in the office.

Some large employers have made waves this year by requiring their workers to return to full-time in-office work. Amazon.com Inc., for example, has issued a return-to-work mandate that will bring staff back to the office five days a week beginning in January, according to a September announcement from the company. Additionally, some notable financial institutions, including Citigroup, J.P.Morgan, and Morgan Stanley, have issued similar five-day in-office directives in 2024.

"The move to in-office work is definitely returning," says Christina Moury, Kent, Washington-based regional director at Robert Half International Inc. 

Striking a balance between worker and company needs has been essential for employers with a presence in the Spokane market, such as Spokane-based Washington Trust Bank; Avista Corp., of Spokane; and Mountlake Terrace, Washington-based Premera Blue Cross; all of which are working to balance their employees' needs for flexibility with the in-person workplace benefits that contribute to efficiency, collaboration, and company culture, some company representatives say.

Flexibility has been essential for talent acquisition and retention efforts, according to workforce insights provided by San Ramon, California-based staffing and recruiting company Robert Half. 

And while the COVID-19 outbreak in 2020 is becoming a distant memory, the impact on the job market still lingers.

Workers and job seekers have maintained a strong demand for hybrid and remote work, but employers more commonly offer hybrid roles over fully remote work arrangements, according to Robert Half's annual workforce survey.

Nationally, 37% of U.S. job seekers are interested in fully remote positions, and 60% of candidates are seeking hybrid roles, according to a midyear job analysis by Robert Half.

"There's definitely a shift happening with candidates," says Moury. "More work flexibility is ultimately what's driving them to either leave their current role, or is their number one motivator when looking for a job right now."

In the Spokane area, 10% of jobs in the market are fully remote positions, 17% are hybrid positions, and 72% are in-person, Moury says.

Greater access to remote and hybrid roles is more often being determined by the type of role or the seniority of the position, rather than the industry involved, she says.

For example, in the third quarter of 2024, 17% of newly created entry-level jobs nationwide were hybrid, and 10% were remote for positions requiring zero to two years of experience. At midlevel positions requiring three to five years of experience, 22% of new jobs were hybrid, and 13% were remote. For senior level roles requiring five or more years of experience, 29% of newly created jobs were hybrid, and 17% were for remote roles, Robert Half national workforce data shows. 

Some roles are suited better to remote and hybrid work, such as those involving information technology, finance and accounting, and customer support, says Moury.

Bryan Cox, senior vice president of safety and chief people officer at Avista Corp., says the power company, which employs about 1,400 people in the Spokane area, offers flexibility to employees working in roles that can be done remotely. Field workers, technical staff, and others who help deliver energy in the region are required to work onsite.

At Washington Trust Bank, chief human resources officer Katy Bruya says, "Remote work is a privilege, not a right. ... Some people can excel working remotely, and others cannot do it and need the context of the office and colleagues in person to be successful."

Some aspects of doing business would be made easier if all employees were working in the office, such as collaboration and team building, Bruya says. However, she adds, meeting the flexible work needs of employees while providing great customer service to clients has been a greater priority for the bank.

Where employers are located also plays a role in the workforce options available to employees.

Premera Blue Cross has 466 workers based in the Spokane area who currently aren't required to work onsite while the company evaluates its available office space, according to a statement provided by Courtney Wallace, director of brand and reputation at Premera.  

The nonprofit health insurance provider's remaining 2,709 employees work a mix of onsite and hybrid positions. For hybrid roles, employees are asked to work onsite five days each month, explains Wallace.

"We understand the importance of flexibility, so employees have the opportunity to choose which days of the week work best for them to come into the office," according to her statement.

At Washington Trust, employee expectations and talent acquisition have been driving the company's hybrid work model, says Bruya.

Washington Trust is balancing between maintaining its significant downtown Spokane footprint, where the financial institution owns two office buildingsthe financial center and company headquarters located at 717 W. Sprague and the rebranded former Wells Fargo Building, at 601 W. First—with providing schedule flexibility, which is positively impacting employee retention and loyalty at the financial institution, Bruya says.

"Hybrid work with the ability to be remote one or two days a week has become incredibly important for employee retention," says Bruya. "It's also really helpful for the various cities that we're in to have people onsite, because it helps our economy. It helps clients, restaurants, retailers. There are many benefits to having people in person, especially downtown Spokane, where we're having some challenges."

Washington Trust has about 1,200 employees who work in Washington, Oregon, and Idaho, with 732 based in Spokane County. 

Leading with intention is a strategy the financial institution has successfully adopted to navigate evolving workforce conditions, Bruya says. 

For example, office space is shared among Washington Trust employees to maximize usable space. Remote workers are required to have cameras on during meetings and to be available for in-person events when required.

"We work hard to not lose the value of the relationship and the importance of being more intentional to really reach out to the person who's working from home and to make sure they're not out of sight, out of mind," says Bruya.

The job market outlook next year is expected to settle at current levels of hybrid and in-person work, both Bruya and Moury say.

Currently, two-thirds of U.S. employers are offering in-office premiums for new hires willing to work onsite, a trend that will need to continue to help draw the best talent available in the marketplace moving forward in the Spokane area, Moury says. 

"Employers that aren't able or willing to provide remote work accommodation may find that to get top talent on board, they need to actually incentivize in-office opportunities," Moury says. "While there is demand to have people in office, really think about how you can incentivize."

Meanwhile, the hybrid arrangements offered by Washington Trust are expected to continue, and the organization hasn't committed to a set date for a full return-to-office mandate, says Bruya.

"Right now is kind of the new normal, but that doesn't mean it wouldn't change in the future," says Bruya. "If we were to do a return-to-office mandate ... I would be losing employees."