Frank Weishaupt advises creating a culture of accountability and training managers to improve hybrid performance
Over the past five years, companies have witnessed dramatic changes to the way we work. During the pandemic, many workers and businesses learned how to grapple with remote work for the first time, which eventually evolved into a hybrid model as employees began venturing back into the office.
Times have changed and expectations shifted when it comes to the way we work
Today, some businesses are starting to introduce return to office (RTO) mandates, which appears to be a dramatic reverse of the progress made since the pandemic, especially given that the vast majority (74%) of UK employees say they prefer hybrid work.
Despite companies pushing for a full return to the office, employees have made it clear that the traditional nine-to-five, five-day work week no longer cuts it. Rigid RTO policies are a risk to productivity, morale and even loyalty.
Data from our recent State of Hybrid Work report shows that leaders could even witness a mass exodus if they don’t honour hybrid work, while almost half (47%) of UK employees would start looking for a new job if their flexibility privileges were revoked.
Times have changed and expectations shifted when it comes to the way we work. Employees are keen to undo over 100 years of traditional workplace norms and create a work life that now suits them. With that in mind, businesses can maintain a productive and engaged workforce by empowering employees to tailor their own work schedules that meet individual needs.
The rise of anti-RTO trends
Increasing, RTO mandates have caused a wave of creative workplace behaviours to emerge which enable employees to work around stricter attendance policies and protect their time.
For example, our report found that the UK is a nation of ‘clock blockers’, with almost two thirds (63%) of employees admitting they block out time in their calendar to protect it from meetings. Last year, we coined the term ‘coffee badging’; the practice of attending the office for just enough time to catch-up in person and earn a metaphorical attendance badge, then leaving to complete work at home. Coffee badging is becoming even more popular, as almost two in five (39%) UK employees admit to it, up from 34% in 2023. This increase signals a broader trend where employees are becoming increasingly proactive – and creative – in managing their work-life balance.
Like coffee badging, the emergence of these workplace trends reflects a growing demand for flexibility as employees’ values have changed. Now more than ever, workers are keen to carve out time for their personal and professional responsibilities, and this shift is already challenging organisations to adapt and evolve.
Senior leaders need to reconsider whether enforcing a strict RTO mandate is truly worth it, and instead consider implementing flexible policies that empower employees to feel more autonomous. Adapting to accommodate employee needs helps build an organisation that can navigate any challenge in a hybrid work format, foster better engagement, and supercharge productivity.
Fostering healthy hybrid work
As employees and employers alike discuss changing workplaces, businesses need to prioritise strategies that work for everyone, particularly given that workers aren’t afraid to make their expectations clear when faced with flexibility changes. For instance, 17% of employees would expect a pay increase if they could no longer work in a remote or hybrid environment.
In theory, some workers can do a job from anywhere in the world, provided they have access to the tools they need. However, it’s important to gauge when collaborative moments are needed in the office – such as creative brainstorms, planning and team meetings – versus when employees should work somewhere that suits individual focus for tasks involving in-depth analysis or writing. This tactic is known as task-based hybrid working and is one that employers can use to keep their teams working productively while creating their own schedules.
Overall, a successful hybrid work policy enables employees to work in the optimal environment for the task at hand, while still meeting company requirements and maintaining those face-to-face engagements.
Looking ahead: Future-proofing flexible work
Over the next five to 10 years, expectations for flexibility will only increase. Our data has shown that employees have become too accustomed to hybrid work and its benefits to revert to traditional working models. The long-term vision for next year and beyond is to cultivate a work environment that empowers employees to choose their working time and location, allowing them to do their best work.
To future-proof the organisation, businesses need to work out which form of flexibility will work for their culture. While there’s no magic bullet to determine the best approach, fostering a culture of accountability, backed by a team of great leaders that are fully trained on how to manage employees remotely is what sets companies up for success.
Businesses will often see improvements in productivity and morale if they dedicate time to educating their managers on best practices and people skills, particularly considering that employees see a supportive boss almost as important (89%) as salary compensation (90%).
Flexibility is laid upon a solid foundation of hybrid, inclusive tech, both at home and in the office. A combination of dynamic AI assistants, project management software and collaborative tech like smart videoconferencing tools keeps remote and in-person employees connected, regardless of location.
In contrast, tech that isn’t set up effectively for hybrid meetings can waste valuable time and cause unnecessary frustrations, such as missing visual cues, having difficulty contributing to the conversation and feeling disengaged. In fact, employees are increasingly highlighting tech as a key element for productivity, given the overwhelming majority (83%) of employees say good technology is an important work factor, up from 72% in 2023.
Overall, businesses should prepare to accommodate the changing values of their employees as flexibility becomes non-negotiable, otherwise workers will continue to find creative ways to make their own schedules, or find another job. To maintain productivity while upholding a hybrid work policy, leaders should create a culture of accountability and ensure managers are trained to get the most out of their remote and hybrid workforce.
As we see the conversation change over the next five to 10 years, businesses should set themselves up for success with the right tech that enhances remote collaboration.
Frank Weishaupt is CEO of Owl Labs
