A recent Zoom survey reveals that hybrid work is becoming the dominant model, with 83% of employees reporting higher productivity in such environments. 64% of leaders have adopted hybrid models, prioritizing productivity, while hybrid workers feel more connected to their teams than in-office workers. The survey also indicates a shift towards greater workplace flexibility, with 95% of leaders noting increased flexibility in recent years. Additionally, generative AI is seen as beneficial, with 94% of leaders using it to enhance productivity, although 75% of employees feel current remote work technology needs improvement. The report indicates that 82% of leaders plan to increase flexible work options over the next two years, reflecting a shift towards hybrid work models. Despite this trend, many Fortune 100 companies still enforce return-to-office policies requiring in-person work at least part of the week.
Mandating a return to the office can harm employee productivity and retention, as studies show that employees perform better when given the choice of where to work. Those with the freedom to choose their work environment are likelier to stay with their organization, report higher job satisfaction, and maintain healthier relationships with management. Companies that listen to employee preferences see improved morale and business outcomes, while many employers have lost talent due to strict return-to-office policies.
RTO (Return to Office) mandates are seen as unfair by HR expert Daniela Herrera, who argues they disproportionately affect certain workers and are often justified by company culture and productivity claims. Herrera suggests that these mandates may also serve as a means to reduce headcount or regain control over employees, ultimately breaking trust and creating inequity, particularly for caregivers and historically excluded groups.
And I thought I’d throw in this tidbit. Australia has recently implemented a “right to disconnect” law, allowing workers to ignore after-hours communications unless it’s an emergency, joining other countries that have adopted similar policies since France’s 2016 law. This shift aims to combat the unhealthy stress of an always-on work culture, particularly exacerbated by the pandemic. While the U.S. lacks such legislation, experts highlight the need for public policies to address work-life balance rather than relying solely on individual self-care strategies. The law in Australia applies to companies with 15 or more employees and includes provisions for resolving disputes regarding after-hours contact.
Why do we care?
The key question is not just why hybrid work is becoming so popular, but why tech leaders, especially in Fortune 100 companies, seem reluctant to embrace it fully despite clear evidence of its benefits.
If employees consistently perform better in hybrid environments, leadership’s insistence on RTO policies seems counterproductive. From a business perspective, this could directly impact morale, retention, and innovation—core drivers of competitive advantage.
Additionally, the potential overreliance on AI as a productivity booster may be hiding that fundamental remote work tools may still be lacking. Rather than focusing solely on AI, organizations should prioritize investments in technology infrastructure that supports a seamless remote or hybrid work experience. Note it’s an AND, not an OR.
