Hybrid Work: The Next Chapter

Many organizations have hybrid work policies, but ongoing changes continue to reveal new challenges and insights. While initial guidelines provided a framework for hybrid work, some companies are finding that these need updating as work dynamics evolve. Organizations are reassessing their policies to ensure they support long-term business goals, employee well-being, and workplace performance. 

Evolving Hybrid Policies

A significant amount of time has passed since the global pandemic, and organizations are discovering that early hybrid work strategies may no longer be effective. Companies are adjusting their policies, particularly regarding the number of days employees are required to be in the office. 

The current norm remains 3 days in the office, but some organizations are shifting to 3 or more days. The State of California recently ordered workers back to the office 4 days a week. Disney, Salesforce, Dell, AT&T, Amazon, and X are some of the major companies requiring employees to work in the office 5 days a week. 

Is Hybrid Work Here to Stay?

Our Global Evolving Workplace Study found that 75% of organizations have a hybrid policy in place. Despite some high-profile companies requiring a full return to the office, our research suggests that hybrid work is not going away. 

Haworth continues to study hybrid work to provide research-backed insights that help businesses navigate their unique needs. We examine the impact on individuals, teams, and the company as a whole. This facilitates optimal hybrid work solutions that increase human, organization, and facility performance.

To gain deep insights, Haworth partnered with the Leesman and the Massachusetts Institute of Technology Center for Real Estate (MIT/CRE) through their Real Estate Transformation Lab on the Hybrid Future survey. This research not only explored workplace trends at Haworth but also examined how employees across the globe in other organizations feel about hybrid work.

Impact of Hybrid Work

The shift to hybrid work has brought significant changes across various levels. Here are some of the ways it impacts employees, organizations, and society. 

1. Employee Experience

People are an organization's greatest asset, making employee well-being and performance a top priority for leaders. In this study, the mixture of motivations and experiences underscore the complexity of hybrid working. Organizations are refining their hybrid strategies to better support employees with the resources, technology, and work environments that enhance productivity and well-being. As hybrid models evolve, leaders are also assessing how in-office time can foster collaboration, mentorship, and professional development to keep employees engaged.

2. Organizational Culture & Engagement

Organizations must navigate evolving employee expectations and shifting priorities to attract and retain talent. Hybrid work is now embedded in organizational culture, engaging both remote and in-office workers equally. To support this shift, organizations will need to adopt a more “results-driven” employee engagement approach—one that not only prioritizes outcomes but also considers what motivates employees and how to support their needs. Leaders will require data to understand emerging patterns of office use to predict the appropriate workspace footprint for the types of spaces needed. 

3. Societal Norms, Lifestyle, & Real Estate

Hybrid working has also influenced social dynamics—from cultural norms to inclusivity. Flexibility for work/life balance and family responsibilities drives employee decisions in where they work, ultimately reshaping both the residential and commercial real estate markets. As hybrid work brings less commuting and smarter energy usage, changes to commercial real estate footprints may also play a role in long-term sustainability goals.

4. One Size Does Not Fit All

According to the Leesman survey, 91% of survey respondents like hybrid working. Employee expectations are driving hybrid work models that both support the benefits of remote work and entice people to come into the office for collaboration, community, and connection. Organizations that understand the unique needs of their workforce and embrace the idea that one size doesn’t fit all will ensure employees stay motivated, healthy, and productive.  

5. The Evolving Future of Work

The survey outcomes show a strong global preference toward hybrid work. Fostering a culture and best practices that meet an organization's unique needs will help determine the most effective hybrid work environment—with spaces and policies that enhance employees' well-being and productivity. 

Why the Return to the Office?

While it has worked for many, hybrid work isn’t the best policy for everyone. The decision to require more in-office time is often driven by several factors, but here are 3 key considerations: 

1. Strengthening Culture and Collaboration

The Hybrid Future survey revealed that many people, especially those in leadership roles, felt disconnected when working hybrid. It’s easier to feel connected when you’re physically present and able to spontaneously interact with others. Water cooler moments bring employees together and help with morale through socialization. The survey also found that employees preferred to collaborate in person. It’s easier to bounce ideas off each other and get genuine, live reactions, rather than type them in a chat.

2. Maximizing Workplace Potential for Employees

Organizations have invested significant time, money, and energy into creating workspaces that support productivity and collaboration. Rather than viewing office space as underutilized, companies are reimagining their environments to better serve employees. Workplace layouts are shifting, with individual space decreasing (from 62% to 53%), according to Haworth's research to make room for more collaborative, social, and restorative areas—enhancing connection, creativity, and well-being.

3. Building Trust and Mentorship in a Hybrid World

Trust and productivity go hand in hand, and successful hybrid models foster a culture of accountability and mentorship. In-person interactions provide valuable opportunities for organic learning, collaboration, and career development, while also strengthening relationships between leaders and employees. A two-way trust model—where employees feel empowered to do their best work and leaders support flexibility while maintaining visibility—creates a workplace where everyone thrives.

While hybrid work offers numerous benefits, it also presents significant challenges that need to be addressed. By understanding and acting on these insights, organizations can create a more supportive and effective hybrid work environment, fostering productivity and employee well-being.