As workplaces continue to evolve, one thing hasn’t changed: The competition for top talent is fierce. For many employers, attracting and retaining skilled professionals feels like an uphill battle. That’s because today’s workforce wants more than just a paycheck. Employees want flexibility, autonomy, and a work-life balance that aligns with their personal values. So, how can you offer that while still meeting your company’s goals? A hybrid work policy can help.
According to our 2025 Salary Guide, 69% of companies now embrace hybrid working arrangements. However, some companies are hesitant to offer this perk to their employees. They bring up valid concerns regarding productivity and organizational culture. In this blog, we’re exploring the advantages and disadvantages of hybrid work to help you make an informed decision. We’ll also highlight how you can create a hybrid work policy that benefits everyone.
The years following the global pandemic have seen many businesses bring back remote workers, with some enforcing full-time return-to-office mandates. Companies like Amazon, Dell, and The Washington Post led the charge in 2024. But, these mandates are causing major disruptions among the workforce.
A recent study found that 41% of employees would rather look for a new job than return to the office. Another 14% of employees cited that they would quit if a return-to-office mandate were enacted.
Research out of the University of Chicago and the University of Michigan found that companies are at risk of losing their best employees with full-time return-to-office mandates. The study noted that said policies are often followed by an increase in departures from senior leaders. Worse yet, these senior employees typically go to direct competitors — another reason flexible working arrangements have become such an important tool in recruiting.
When compared to in-office employees, hybrid workers tend to be happier and healthier. A recent study found that hybrid workers feel less drained, less stressed, and less anxious when spending part of the week working from home. Additionally, 86% of people said they had more free time without a commute, which helped improve their work-life balance.
Even though there are major benefits to a hybrid work policy, some businesses are hesitant to offer this level of flexibility, citing productivity losses and lack of a cohesive work culture as top concerns.
One of the biggest fears employers have about hybrid work is its potential impact on productivity. Some employers are concerned that teams won’t stay focused without the structure of traditional office environments. However, that doesn’t seem to be the case.
A Stanford Report study following more than 1,600 workers at one of the world’s largest online travel agencies found that hybrid employees were just as productive and likely to be promoted as their fully office-based peers. It also found that resignations fell by 33% among hybrid workers, which saved the company millions of dollars.
Some employers are hesitant to offer a hybrid or remote work policy, as they’re unsure about how it will impact organizational culture. However, a recent Forbes article notes, “In reality, requiring in-person work to strengthen company culture will likely produce the opposite effect.”
The article notes that a healthy organizational culture is created when employees are engaged with the company's mission and values. It’s entirely possible to create a positive culture in a hybrid or remote setting — but employers need to establish and communicate clear values and the mission of the organization for employees to engage with.
As we’ve explored above, embracing a flexible hybrid work model can create new opportunities for your business. That’s why it’s so important to create a hybrid work policy that benefits your entire staff.
Start by surveying your team to get insights on their preferred work arrangements, productivity patterns, and any challenges they face when working remotely or in the office. Use this feedback to craft flexible guidelines that outline when and why in-person attendance is required, while still offering the autonomy of remote work.
The policy should include expectations around availability, communication tools, and performance metrics to ensure consistency across work environments. To make the policy sustainable and inclusive, build in regular review periods where leaders can assess what’s working and where adjustments are needed.
Whether you’re remote, hybrid, or in-office, Nelson Connects can help you find the right talent for your business. With over 50 years of experience and a helpful team, we’re ready to support your needs.
Whether you’re looking for temporary staffing solutions or direct hires, we’ll make the process easy. Our service-minded team gets to know your business, matching you with candidates who will enhance your success. We thoroughly vet all of our candidates, ensuring you get employees who can deliver quality results for your business. Partnering with us connects you with quality, vetted talent that is ready to work — on-site, hybrid, or remote. Contact us today to get started.