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    Redefining possibilities

People, Places
& Society

Hybrid working has rapidly emerged as a defining feature of the modern workplace, reshaping not only our work habits but our daily lives. Now more than ever, it’s essential to dive deep into what hybrid working means for individuals, organisations, and society as a whole. What are the lasting impacts of this shift? And how will it shape the future of work and life?

To capture the full scope of hybrid working and include diverse perspectives, we collected data across multiple levels and from various sources.

Our study unfolded in parallel phases, with questions tailored to eight separate campaigns. These questions were sent to 3,988 participating employees during designated timeframes.


Our Partners

Campaign 1–

Connection and collaboration
(July – September 2023)

Campaign 2–

Sense of belonging and inclusivity
(September – November 2023)

Campaign 3–

Wellbeing
(November 2023 – January 2024)

Campaign 4–

Team dynamics
(February – March 2024)

Campaign 5–

Creativity and innovation
(March – May 2024)

Campaign 6–

Employee attraction and retention
(May – June 2024)

Campaign 7–

Experience of commute
(July – August 2024)

Campaign 8–

Employee engagement
(September – October 2024)

01 People

The data is clear: 91% of employees like hybrid working.


Hybrid working is reshaping the workplace by empowering employees to choose where they work—office, home, or elsewhere—based on their needs and preferences. But what truly influences these choices? This flexibility has led to more personalised work experiences, shaped by individual needs, expectations, demographics, and circumstances. As a result, each employee’s hybrid experience is unique, creating a complex yet beneficial landscape.

Navigating meetings and collaboration: Meetings have always varied in form and purpose, but hybrid working has added new layers of complexity, transforming them more than any other activity.

Focus and productivity shift: Many employees find it easier to concentrate on individual tasks outside the office, with 45% citing this as a main reason for remote work and 83% reported that hybrid working positively affects their productivity.

Shifting social dynamics: Social connection is a key concern in hybrid work, as many worry that remote work weakens bonds. Half of our respondents named bonding and socialising as their main reason for coming to the office.

Work life balance: Achieving work-life balance is a challenge for many. Now with hybrid working, it’s a top priority: 94% of respondents consider it essential when deciding to stay in or accept a job.

The commute conundrum: The daily commute has long been a source of frustration. By reducing travel needs, hybrid working can boost employee satisfaction with commuting.

02 Places

Pre-pandemic, most workplaces followed a rigid nine-to-five, office-based schedule with assigned desks.



The pandemic highlighted a clear truth: organisations with more flexible working arrangements and greater autonomy over how employees worked adapted more easily to hybrid and remote setups.

As a result, hybrid working models are proving to be a powerful tool for organisations paving the way for a more flexible and future-ready workplace.

Talent attraction and retention: An organisation’s success hinges on the quality of its employees, making talent attraction and retention vital. In today’s competitive job market, organisations must adapt to evolving employee expectations and priorities, shaped by the rise of hybrid working.

“Everyone we interview for new roles wants to know how often we expect them to be in the office. This is usually their first or second question, but before the pandemic, this question didn’t even exist.”

Supporting the culture: The shift to hybrid working has challenged organisations to maintain or build a strong company culture without regular face-to-face interactions. Hybrid working can enhance company culture and employee bonding by fostering trust.

“In a hybrid model, we must put extra effort into creating opportunities for social, in-person interactions to maintain a unified culture across hybrid teams.”


“We renovated our HQ to create more private spaces, converting large meeting rooms into smaller ones equipped with Zoom screens and soundproofing.”

Space utilisation: In response to the new hybrid reality, many organisations have restructured their workspaces to adapt. Balancing certain elements is crucial in reimagining office spaces, using data to inform decisions and optimise environments that support a hybrid workforce.


“We’re seeing more frequent communication through shorter, larger, and more agile online town halls.”

Leadership adaptation: Managing in a hybrid working environment demands that leaders embrace new styles centred on trust and communication.


03 Society

As hybrid working continues to gain traction, it holds the potential to reshape key aspects of modern life–if it hasn’t already.

From urban economics and environmental sustainability to social dynamics, cultural norms, and inclusivity, hybrid working is influencing significant changes across the societal landscape.

Urban economics: With less time spent in offices, foot traffic and economic activity in city centres have dropped, while people’s residential preferences appear to be shifting, reflecting broader changes in how we work and live.

Environmental impacts: With offices downsizing, smart energy usage, and less commuting, hybrid working could become a key factor in achieving long-term sustainability goals.

Social dynamics: Work-life balance and flexibility for family responsibilities are key reasons hybrid employees choose remote work. This shift could help reduce stress, strengthen family bonds, and boost community engagement.

Employee patterns and inclusivity: Remote work creates opportunities for individuals often excluded from traditional office settings, including those with disabilities, caregivers, remote residents, and people facing long commutes.

One size does not fit all

Hybrid working is all about optimisation, driven by forward-thinking organisations that understand and adapt to employees’ unique needs and experiences. Hybrid working embraces the idea that ‘one size does not fit all’, recognising the distinct circumstances of each person and offering a more flexible framework to cater to those differences.

Hybrid models preserve the benefits of remote work—autonomy, flexibility, and work-life balance—while highlighting the office’s role as a hub for collaboration and connection.

As the future of work evolves, each organisation must find its own balance, ensuring long-term satisfaction, productivity, and success using data-driven insights.


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