Hushed Hybrid
What Is Hushed Hybrid Working?
“Hushed hybrid” is an informal arrangement where managers allow their employees to continue working from home at least some of the time despite their company’s return-to-office policy (RTO).
Since 2020, many employees have gotten used to the advantages and autonomy that remote work offers, but that doesn’t mean it’s the clear favorite. Our 2024 Return to Office Report found that employees’ preferred mode of work, whether in-office or in-person, largely depends on the individual employee’s needs. Many want to be able to pick and choose whether (and when) to work in-office.
Employees value flexibility. But recent requirements to return to the office full-time, often against their preferences, has caused discontent and an inclination to bend the rules. In fact, 31% of employees think skipping an in-office day in favor of working from home has no disciplinary consequences at their company.
How Common Is the Hushed Hybrid Trend?
This tracking indicates that hushed hybrid and other forms of skirting the RTO rules are becoming more common, with 70% of managers allowing employees to work from home unofficially and 58% of employees showing up to the office briefly as proof of attendance (known as “coffee badging”). As companies start to enforce their return-to-office (RTO) mandates, many are tracking whether their employees come to the office and how long they stay.
Why Hushed Hybrid Work Happens
Employees want more flexibility in their working lives, and they’ll bend rules to get it. The true issue is the gap between the expectations of leaders and the desires of employees: according to Owl Labs, 66% of fully in-office work policies are employer-mandated, while only 22% of employees prefer working in the office.
Hushed hybrid arrangements may be a precaution, or a reaction to this gap. Managers may hear grumblings in their teams and feel like allowing more flexible working policies helps retain their team members. They may also want more flexibility for themselves.
Drawbacks to Hushed Hybrid Arrangements
While hushed hybrid working might seem harmless to the managers who permit it, it has a negative impact on both the company and employees.
Harming Employee Prospects
90% of US CEOs say they’ll reward people who make an effort to come into the office with favorable assignments, promotions, or raises. So managers who turn a blind eye to employees bending the rules in the short term could hurt their long-term prospects.
Perception of Unfairness
If employees in one department notice that another team is getting much more flexibility from their manager, they will understandably feel the rules are being applied unfairly. This can harm morale and engagement.
Damaging Trust in Leadership
When leaders declare one policy but managers follow another, it’s no surprise that trust in leadership can decline. Employees may realize that policies regarding their work are optional, and behave accordingly in the future.
Best Practices for Managing Hybrid Work Schedules
Allow More Team Autonomy
Research from Boston Consulting Group found that top-down hybrid policies made employees more unhappy (24% dissatisfaction) than hybrid work policies set by their manager (14% dissatisfaction) or team (6% dissatisfaction). Proactively allowing this instead of requiring all employees to adhere to the same one-size-fits-all policy, regardless of their role or tenure, can curb the desire for hushed hybrid arrangements.
Consider How You Communicate Policies
Whatever your official work location policy, how you communicate it is key. Frame the benefits of being in the office in person for both your company and employees to encourage positivity about in-office requirements. Simply demanding that employees be present, without giving them real reasons to make the effort, will likely backfire.
Enhance Work-Life Balance
Employees who struggle to balance work and life may be more likely to skirt rules about in-person work. Prioritizing policies that help them gain greater work-life balance can make coming into the office a few days a week feel less stressful.
Ask for Employee Feedback
Employee feedback is a critical part of any successful HR policy. Asking employees what they need to be successful and satisfied in their work, and taking action on that feedback, builds trust and engagement.