We may be in a post-pandemic world, but we’re still feeling the effects of workplace trends wrought by the pandemic. We learned how to work remotely, and many employees don’t want to go back. The workplace debate —remote, hybrid, or fully onsite—has intensified for managers and staff. Should employees stay remote, adopt a hybrid schedule, or return to the office full-time? Recent studies show that 62% of workers are full-time in the office with 27% in hybrid arrangements.

It’s a big decision that is not the same for every organization. The decision impacts productivity, employee satisfaction, and organizational culture. In short, it’s complicated.

The Rise of Remote Work

Remote work skyrocketed during the pandemic and delivered surprising benefits. Stanford economist Nicholas Bloom’s research into the “Great Resistance” highlights that remote setups save employees an average of 70 minutes daily, with nearly half reinvested into work-related tasks. Time savings and reduced commuting stress mean improved work-life balance.

A recent Forbes study found that 65% of workers want to work remotely full-time, and a whopping 98% of workers want to work remotely at least part of the time. For organizations, remote work provides cost-saving and opens access to a larger talent pool. However, virtual environments hinder creativity and collaboration, as spontaneous, face-to-face interactions are hard to replicate online. Also, prolonged remote work may dilute company culture and make it harder for new hires to integrate fully into teams.

The Hybrid Work Model

Hybrid work offers a middle ground, combining the flexibility of remote work with the collaborative benefits of in-office presence. This model allows employees to work remotely for tasks requiring deep focus and be in the office for team-oriented projects. The typical number of days in the office is two to three.

The growing popularity of hybrid arrangements reveals that hybrid models not only alleviate employee resistance to returning to the office but also enhance retention. Yet, hybrid work arrangements need clear policies and different approaches to monitoring performance. For example, when specific office days are set, it may lead to “token attendance” or “coffee badging” where employees come into the office (have a cup of coffee) and leave at the earliest opportunity.

Advocating for Full-Time Office Work

Some organizations (like Amazon) argue for a full return to the office, emphasizing its role in fostering mentorship, creativity, and team cohesion. In-person environments naturally facilitate ad hoc conversations and collaborative problem-solving, which are harder to achieve virtually.

Yet, pushing for a mandatory office return can backfire. Rigid policies risk alienating employees who have grown accustomed to flexibility. The cost of losing top talent can outweigh the perceived benefits of onsite work. Also, employees forced back into the office may experience burnout or disengagement, reducing overall productivity.

Crafting a Tailored Approach

One size does not fit all when it comes to determining the ideal workplace model. Your decision must align with organizational goals, industry requirements, and balance employee input. Some suggest an iterative approach: pilot different arrangements, gather feedback, and adjust strategies based on outcomes. As a leader, you must set clear expectations for remote and hybrid workers and monitor those expectations.

Looking Ahead

The future of work is evolving and there is no “right” model. Whether remote, hybrid, or fully onsite, organizations willing to innovate and adapt to balance effectiveness, creativity, culture, and employee satisfaction will be better positioned to navigate this transformative period. After all, the goal isn’t just about where employees work—it’s about fostering environments that support performance and organizational effectiveness.

Sources:

• Bloom, Nicholas. “The Great Resistance: Getting Employees Back to the Office.” Stanford Institute for Economic Policy Research, 2022.
• Harvard Business Review. “3 Challenges to Hybrid Work and How to Overcome Them” 2024
• Forbes. ” Hybrid And Remote Work Still On The Rise, Despite Misconceptions, Study Shows.” 2024.