WX trends: Proof that hybrid works – so why isn’t it working for everyone?

Our workplace experience (WX) trends series looks at recent news articles, videos, social media posts, and thought leadership pieces on workplace experience. You’ll also hear from our experts on what’s trending.

Is hybrid work still the future? New research says yes, but it’s not benefiting everyone equally. This WX trends gets to grips with the thorny issue of hybrid and looks at one study that changed the minds of skeptical middle managers. New UK legislation aims to help address significant social inequalities in hybrid work practices. But what happens when there’s a trust issue? 

Hybrid work increases retention by some margin

Hybrid working improves retention (by a third!) without impacting performance, according to a recent study cited in Harvard Business Review. 

Researchers carried out A/B testing with 1,600 volunteers in an online travel company. Middle managers in the trial organization, previously skeptical about employees working from home, changed their minds after seeing the results.

The study’s authors cited three things they think contributed to the success of hybrid working at the company Trip.com.

1. Best practice performance management. Employees weren’t subjected to intense scrutiny by managers, but used a detailed performance review process every six months to help staff “course correct in real time”. Pay and promotions are directly linked to these reviews.
2. All hybrid workers had a clear schedule for in-office days so teams could plan ahead and collaborate.
3. C-suite executives at the company fully supported their hybrid working policy.

When hybrid working’s not for everyone

Hybrid work reflects social inequalities, says new data from the Office for National Statistics. Those with university degrees and in senior positions are more likely to work hybrid (42% and 45% compared with 27% of all workers). And they get significant perks.  

“Respondents who worked from home on a given day spent an average of 24 minutes more on ‘sleep and rest’ and 15 minutes more on ‘exercise, sports and well-being’ on the respective day compared with those who worked away from home”, according to the survey.

But new UK legislation has recently been passed to give all workers more rights to flexible working. It says that from day one in a role, flexible working should be the default “where practical”. 

“Employee data and feedback should be set up to tell you if your system is fostering equality when it comes to implementing hybrid work policies,” says Holly Grogan, Chief Experience Officer at Appspace.  

“The right tools and tech can go a long way to create a more level playing field. They can help managers support hybrid working and create a friction-free transition between work and home for all employees.”

‘Fake productivity’ or a trust issue?

A recent article in Forbes takes a look at the challenges of managing hybrid workers, often talked about in adversarial terms with employers pitted against employees: Staff feel overworked with unrealistic expectations of being ‘always on’; employers are putting in monitoring to catch slackers taking advantage of being out of sight. 

All this indicates there’s a trust issue. 

“Avoiding ‘fake productivity’ comes back to intentionality on both sides,” the article states. 

“Great things can happen in the office when everyone is working towards a shared goal – positivity and enthusiasm are infectious.”

Grogan agrees. “In today’s hybrid work environment, clear communication and a shared sense of purpose are more critical than ever,” she says. 

“With effective employee communication tools in place, organizations can foster a connected and engaged workforce, regardless of location. By providing a central hub for communication, collaboration, and access to information, companies can ensure everyone is aligned with company goals and feels like a valued member of the team.”