Why Some Employers are Embracing the Trend of Hushed Hybrid Work
Return-to-office mandates are now the norm, with 31% of employers requiring full-time in-office work as of the third quarter of 2024. Other companies offer remote working and hybrid models, with the majority adopting a hybrid approach at 37%.
For some employees, remote work is the ideal arrangement. Many people moved further into the suburbs and out of big cities when it looked like remote work would become the norm during the pandemic. They grew accustomed to a shorter commute, and parents enjoyed being able to pick up kids from daycare or school.
Hybrid work is the best compromise between the freedom employees desire and what employers want. However, to achieve this, some managers have to resort to a hybrid model discreetly, now referred to as the “hushed hybrid.”
According to Luck Dookchitra, vice president of people at Leapsome, the trend is on the rise because managers are prioritizing team needs to boost productivity, keep employees engaged, and retain top talent. If your people have already demonstrated that they can be productive while out of the office, why risk lowering morale by requiring full in-office presence?
Managers Should Have Tacit Approval from Executives
The “hushed” part of hushed hybrid can range from managers having the autonomy to do what they want with their teams and not requiring it to be announced, to keeping hybrid work secret. A hybrid model will only work well organizationally if everyone is aware and the C-suite approves; otherwise, managers may risk their jobs.
If upper management requires RTO for reasons such as fulfilling commercial real estate leases, a hushed hybrid work style is easier to implement. If they are requiring it because they believe RTO is necessary for cohesion and collaboration, it can be tougher to justify hybrid work. In some instances, companies simply want to know that their staff live within a reasonable driving distance to the office so they can be present for all-hands meetings or important projects when needed.
Dookchitra recommends implementing hybrid work on a case-by-case basis. Administrative staff, for instance, likely need to be in the office most of the time. Sales, marketing, and similar roles may not need as many in-office days.
If managers need data to inform decisions about allowing some individuals to work remotely on certain days, Prodoscore is the ideal resource. The data provides insight into how productive employees are, if they are more or less productive on remote days, and much more. Having this data in hand can help managers justify their decisions to let top performers work from home to senior executives.
Hushed Hybrid in Hiring
The hushed hybrid model may be used to attract top talent. If a candidate has to choose between an employer offering hybrid and an employer offering fully in-office work, it isn’t hard to imagine which one they’ll choose.
To combat this, hiring managers may be required to list a job as an in-office position, but will verbally inform the candidate that hybrid work arrangements are available. However, without anything confirming the hybrid nature of the position in writing, the candidate has to take the hiring manager at their word and trust that they will honor the agreement. In the candidate’s position, they are better off accepting a job with a hybrid working model in writing. Given the choice between an in-office role and a hybrid role with fewer in-person meetings, they will likely choose the hybrid position.
What Hushed Hybrid Means for Company Culture
While it is beneficial that some employees can work a hybrid schedule, the arrangement will inevitably breed resentment in those who can’t. Hatim Rahman, assistant professor of management and organizations at Northwestern University’s Kellogg School of Management, notes that it can create issues related to inequity. It can also cause a disconnect, where employees may not know whom to trust, and could lose faith in other company-wide policies.
To combat inequity, more perks should be made available to staff who are required to be in the office, such as a commuting allowance, flexible work hours, and similar benefits.
Ultimately, if you plan to implement a “hushed hybrid” policy, finding a way to publicize it and minimize the stigma will help mitigate inequity and confusion. This will ensure everyone is on the same page and maintain a positive culture. It will also enable hiring managers to document the hybrid nature of the position in writing, ensuring that your company doesn’t miss out on hiring the best candidates.
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