With employees and data making it clear that flexible and hybrid work are better for both the business and its people, resorting to a hushed hybrid model is proof that the world of work still needs some adjusting.

So how can employers and leaders address hushed hybrid to avoid a scenario where there are different rules for certain teams or individuals within an organisation? Johnson-Jones shares her advice.

Be clear

Companies need to be upfront about their flexible working policies and clearly explain them to their employees. It’s important for staff to know not just how many days they need to be in the office, but also why the policy is in place. This way, prospective employees can see if the company matches what they’re looking for from the start and decide for themselves if it’s an employer that is aligned with their ways of working.

Talk to your teams

Before implementing a forced return-to-office rule, employers should talk to their employees at every level to understand their needs and how they work best. This helps create a policy that works for everyone and keeps employees engaged.

Flex your flexibility

Recent data by Flexa found that flexible working is a top demand of jobseekers in 2024, with a growing preference for a mix of remote and in-person work. Leaders should pay attention to these trends and find ways to offer flexible options like working from anywhere, four (or four-and-a-half) day weeks and offset hours. Ignoring what your employees need will only result in a more disengaged workforce.

The ‘hushed hybrid’ trend is in full flow – here’s what it says about flexible working