Work by the Numbers<\/a> is a deep-dive into the biggest trends, research and surveys in the world of work and property.<\/em><\/p>\n\n\n\nDespite technology that allows many of us to work almost anywhere, the prevalence of working in the office hadn\u2019t changed much since the days of Mad Men<\/em>\u2014that is, until March 2020. After a year and a half of remote work, both workers and business leaders are grappling with what the future of work should look like. Nearly everyone agrees that the model of five days a week in an office is over. But that\u2019s where the agreement ends.<\/p>\n\n\n\r\n
in this story<\/div>\r\n \r\n
\r\n \r\n \r\n What employees want\r\n \r\n \r\n\r\n FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n <defs>\r\n <filter id=\"filter-1\">\r\n <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" values=\"0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 1.000000 0\"><\/feColorMatrix>\r\n <\/filter>\r\n <\/defs>\r\n <g id=\"Iconography\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\">\r\n <g id=\"icon\/arrow-down\/outline\/16\">\r\n <rect id=\"Bounding-box\" x=\"0\" y=\"0\" width=\"16\" height=\"16\"><\/rect>\r\n <g filter=\"url(#filter-1)\" id=\"Icon\">\r\n <g transform=\"translate(7.500000, 8.000000) scale(-1, -1) rotate(-90.000000) translate(-7.500000, -8.000000) translate(0.000000, 1.500000)\">\r\n <polygon id=\"Path\" fill=\"#000000\" fill-rule=\"nonzero\" points=\"8.75 0.792893219 14.4571068 6.5 8.75 12.2071068 8.04289322 11.5 12.542 6.99989322 0.5 7 0.5 6 12.542 5.99989322 8.04289322 1.5\"><\/polygon>\r\n <\/g>\r\n <\/g>\r\n <\/g>\r\n <\/g>\r\n<\/svg> <\/span>\r\n <\/a>\r\n <\/li>\r\n <li class=\"toc-block__list-item\">\r\n <a href=\"#what-employers-want\" class=\"toc-block__link\">\r\n What employers want\r\n <span class=\"toc-block__icon\">\r\n <?xml version=\"1.0\" encoding=\"UTF-8\"?>\r\n<svg width=\"16px\" height=\"16px\" viewBox=\"0 0 16 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\">\r\n <title>FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n <defs>\r\n <filter id=\"filter-1\">\r\n <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" values=\"0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 1.000000 0\"><\/feColorMatrix>\r\n <\/filter>\r\n <\/defs>\r\n <g id=\"Iconography\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\">\r\n <g id=\"icon\/arrow-down\/outline\/16\">\r\n <rect id=\"Bounding-box\" x=\"0\" y=\"0\" width=\"16\" height=\"16\"><\/rect>\r\n <g filter=\"url(#filter-1)\" id=\"Icon\">\r\n <g transform=\"translate(7.500000, 8.000000) scale(-1, -1) rotate(-90.000000) translate(-7.500000, -8.000000) translate(0.000000, 1.500000)\">\r\n <polygon id=\"Path\" fill=\"#000000\" fill-rule=\"nonzero\" points=\"8.75 0.792893219 14.4571068 6.5 8.75 12.2071068 8.04289322 11.5 12.542 6.99989322 0.5 7 0.5 6 12.542 5.99989322 8.04289322 1.5\"><\/polygon>\r\n <\/g>\r\n <\/g>\r\n <\/g>\r\n <\/g>\r\n<\/svg> <\/span>\r\n <\/a>\r\n <\/li>\r\n <li class=\"toc-block__list-item\">\r\n <a href=\"#potential-hybrid-models\" class=\"toc-block__link\">\r\n Potential hybrid models\r\n <span class=\"toc-block__icon\">\r\n <?xml version=\"1.0\" encoding=\"UTF-8\"?>\r\n<svg width=\"16px\" height=\"16px\" viewBox=\"0 0 16 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\">\r\n <title>FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n <defs>\r\n <filter id=\"filter-1\">\r\n <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" values=\"0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 1.000000 0\"><\/feColorMatrix>\r\n <\/filter>\r\n <\/defs>\r\n <g id=\"Iconography\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\">\r\n <g id=\"icon\/arrow-down\/outline\/16\">\r\n <rect id=\"Bounding-box\" x=\"0\" y=\"0\" width=\"16\" height=\"16\"><\/rect>\r\n <g filter=\"url(#filter-1)\" id=\"Icon\">\r\n <g transform=\"translate(7.500000, 8.000000) scale(-1, -1) rotate(-90.000000) translate(-7.500000, -8.000000) translate(0.000000, 1.500000)\">\r\n <polygon id=\"Path\" fill=\"#000000\" fill-rule=\"nonzero\" points=\"8.75 0.792893219 14.4571068 6.5 8.75 12.2071068 8.04289322 11.5 12.542 6.99989322 0.5 7 0.5 6 12.542 5.99989322 8.04289322 1.5\"><\/polygon>\r\n <\/g>\r\n <\/g>\r\n <\/g>\r\n <\/g>\r\n<\/svg> <\/span>\r\n <\/a>\r\n <\/li>\r\n <li class=\"toc-block__list-item\">\r\n <a href=\"#companies-testing-the-waters-with-a-three-day-office-model\" class=\"toc-block__link\">\r\n Companies testing the waters with a three-day office model\r\n <span class=\"toc-block__icon\">\r\n <?xml version=\"1.0\" encoding=\"UTF-8\"?>\r\n<svg width=\"16px\" height=\"16px\" viewBox=\"0 0 16 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\">\r\n <title>FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n <defs>\r\n <filter id=\"filter-1\">\r\n <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" values=\"0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 1.000000 0\"><\/feColorMatrix>\r\n <\/filter>\r\n <\/defs>\r\n <g id=\"Iconography\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\">\r\n <g id=\"icon\/arrow-down\/outline\/16\">\r\n <rect id=\"Bounding-box\" x=\"0\" y=\"0\" width=\"16\" height=\"16\"><\/rect>\r\n <g filter=\"url(#filter-1)\" id=\"Icon\">\r\n <g transform=\"translate(7.500000, 8.000000) scale(-1, -1) rotate(-90.000000) translate(-7.500000, -8.000000) translate(0.000000, 1.500000)\">\r\n <polygon id=\"Path\" fill=\"#000000\" fill-rule=\"nonzero\" points=\"8.75 0.792893219 14.4571068 6.5 8.75 12.2071068 8.04289322 11.5 12.542 6.99989322 0.5 7 0.5 6 12.542 5.99989322 8.04289322 1.5\"><\/polygon>\r\n <\/g>\r\n <\/g>\r\n <\/g>\r\n <\/g>\r\n<\/svg> <\/span>\r\n <\/a>\r\n <\/li>\r\n <li class=\"toc-block__list-item\">\r\n <a href=\"#what-does-this-mean-for-the-future-of-work\" class=\"toc-block__link\">\r\n What does this mean for the future of work?\r\n <span class=\"toc-block__icon\">\r\n <?xml version=\"1.0\" encoding=\"UTF-8\"?>\r\n<svg width=\"16px\" height=\"16px\" viewBox=\"0 0 16 16\" version=\"1.1\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" xmlns:xlink=\"http:\/\/www.w3.org\/1999\/xlink\">\r\n <title>FD8B74A2-3372-42BA-99CD-BCC6C3C6EA13@1x<\/title>\r\n <defs>\r\n <filter id=\"filter-1\">\r\n <feColorMatrix in=\"SourceGraphic\" type=\"matrix\" values=\"0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 0 0.000000 0 0 0 1.000000 0\"><\/feColorMatrix>\r\n <\/filter>\r\n <\/defs>\r\n <g id=\"Iconography\" stroke=\"none\" stroke-width=\"1\" fill=\"none\" fill-rule=\"evenodd\">\r\n <g id=\"icon\/arrow-down\/outline\/16\">\r\n <rect id=\"Bounding-box\" x=\"0\" y=\"0\" width=\"16\" height=\"16\"><\/rect>\r\n <g filter=\"url(#filter-1)\" id=\"Icon\">\r\n <g transform=\"translate(7.500000, 8.000000) scale(-1, -1) rotate(-90.000000) translate(-7.500000, -8.000000) translate(0.000000, 1.500000)\">\r\n <polygon id=\"Path\" fill=\"#000000\" fill-rule=\"nonzero\" points=\"8.75 0.792893219 14.4571068 6.5 8.75 12.2071068 8.04289322 11.5 12.542 6.99989322 0.5 7 0.5 6 12.542 5.99989322 8.04289322 1.5\"><\/polygon>\r\n <\/g>\r\n <\/g>\r\n <\/g>\r\n <\/g>\r\n<\/svg> <\/span>\r\n <\/a>\r\n <\/li>\r\n <\/ul>\r\n <\/div>\r\n\n\n\n<p>Broadly, <a href=\"\/en-GB\/ideas\/workspace-solutions\/flexible-products\/hybrid-workplace\">hybrid work<\/a> means combining aspects of remote work with in-office work. Executives and employees differ on how many days employees should come into the office, though, and how strict the in-office mandates should be. Almost every imaginable configuration of working is on the table. Companies are introducing plans with varying degrees of flexibility and policies to encourage a return to the office. But with more employees than ever considering new opportunities, the stakes are high to get return plans right. <\/p>\n\n\n\n<p>Here\u2019s what recent research shows employees and executives want, as well as an overview of common hybrid options and a window into what some major companies are trying. <\/p>\n\n\n<noscript class=\"ninja-forms-noscript-message\">\n\tNotice: JavaScript is required for this content.<\/noscript>\n<style>\r\n\r\n \/* FIELDS STYLES *\/\r\n \r\n .nf-form-content .nf-field-container #nf-field-297-wrap {\r\n width:100%;\r\n }\r\n .nf-form-content .nf-field-container #nf-field-297-wrap .nf-field-element .ninja-forms-field {\r\n width:100%;\r\n }\r\n <\/style><div class=\"wp-block-ninja-forms-form\"><div id=\"nf-form-31-cont\" class=\"nf-form-cont has-title\" aria-live=\"polite\" aria-labelledby=\"nf-form-title-31\" aria-describedby=\"nf-form-errors-31\" role=\"form\">\n\n <div class=\"nf-loading-spinner\"><\/div>\n\n<\/div>\n<\/div> <!-- That data is being printed 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href=\\\"https:\\\/\\\/www.wework.com\\\/en-GB\\\/legal\\\/terms-of-service\\\" target=\\\"_blank\\\" style=\\\"font-size: 13.3333px;\\\">Terms of Service<\\\/a> and acknowledge our <a href=\\\"https:\\\/\\\/www.wework.com\\\/en-GB\\\/legal\\\/global-privacy-policy\\\" target=\\\"_blank\\\" style=\\\"font-size: 13.3333px;\\\">Global Privacy 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id=\"nf-tmpl-cell\" type=\"text\/template\">\r\n <nf-fields><\/nf-fields>\r\n <\/script>\r\n\r\n <script id=\"nf-tmpl-row\" type=\"text\/template\">\r\n <nf-cells><\/nf-cells>\r\n <\/script>\r\n\r\n \n\n\n<h2 id=\"what-employees-want\"class=\"wp-block-heading\">What employees want<\/h2>\n\n\n\n<p>Many employees have struggled to balance the pressures of life and work during the pandemic. In a January 2021 survey of over 30,000 full-time workers in 31 countries, <a href=\"https:\/\/www.microsoft.com\/en-us\/worklab\/work-trend-index\/hybrid-work\">Microsoft found that<\/a> 54 percent of respondents reported feeling overworked. And 49 percent of respondents said they felt at least somewhat burned out, in a similar survey of over 5,000 global workers <a href=\"https:\/\/www.mckinsey.com\/business-functions\/organization\/our-insights\/what-employees-are-saying-about-the-future-of-remote-work\">by McKinsey<\/a> in January 2021.<\/p>\n\n\n\n<p>While working from home presented certain challenges, most employees appreciate the flexibility it offers and say they prefer not to return to the office full-time. McKinsey found that more than 50 percent of employees said they want to continue working remotely at least three days a week when they return to the office; 31 percent said they would prefer not to return at all. <\/p>\n\n\n\n<figure class=\"wp-block-image size-full is-style-default\"><img loading=\"lazy\" decoding=\"async\" width=\"966\" height=\"543\" src=\"\/ideas\/wp-content\/uploads\/sites\/4\/2021\/08\/Print_300DPI_1080x1080-20190705_WeWork_Guadalajara_001_v1.jpg\" alt=\"\" class=\"wp-image-4753\" srcset=\"https:\/\/www.wework.com\/en-GB\/ideas\/wp-content\/uploads\/sites\/11\/2021\/08\/Print_300DPI_1080x1080-20190705_WeWork_Guadalajara_001_v1.jpg?w=966 966w, https:\/\/www.wework.com\/en-GB\/ideas\/wp-content\/uploads\/sites\/11\/2021\/08\/Print_300DPI_1080x1080-20190705_WeWork_Guadalajara_001_v1.jpg?w=400 400w, https:\/\/www.wework.com\/en-GB\/ideas\/wp-content\/uploads\/sites\/11\/2021\/08\/Print_300DPI_1080x1080-20190705_WeWork_Guadalajara_001_v1.jpg?w=800 800w\" sizes=\"auto, (max-width: 966px) 100vw, 966px\" \/><figcaption><a rel=\"noreferrer noopener\" href=\"https:\/\/www.wework.com\/en-GB\/buildings\/the-landmark--guadalajara\" target=\"_blank\" href=\"https:\/\/www.wework.com\/en-GB\/buildings\/the-landmark--guadalajara\">WeWork The Landmark<\/a> in Zapopan, Jalisco, Mexico.<\/figcaption><\/figure>\n\n\n\n<p>The importance of flexibility cannot be overstated: 51 percent of survey respondents ranked work-life balance as a top priority going forward, even outranking better compensation. And in a survey of 9,000 global workers <a href=\"https:\/\/www2.deloitte.com\/content\/dam\/insights\/us\/articles\/6935_2021-HC-Trends\/di_human-capital-trends.pdf\">conducted by Deloitte<\/a> in 2021, a full 80 percent of people said a focus on well-being was critical. <\/p>\n\n\n\n<p>A <a href=\"\/en-GB\/ideas\/research-insights\/research-studies\/the-future-of-work-is-hybrid\">study by Workplace Intelligence and WeWork<\/a> corroborates this desire for control over schedules and a focus on work-life balance, with 95 percent of respondents saying \u200b\u200bthey want to control when, where, and how they work, and 62 percent ranking work-life balance as the biggest benefit of a hybrid work model.<\/p>\n\n\n\n<p>It\u2019s clear that when employees envision hybrid work, most want to be able to work at least three days a week remotely with a major emphasis on flexibility and well-being. And though they don\u2019t make quite as many headlines, there is a set of employees eager to <a href=\"\/en-GB\/ideas\/research-insights\/expert-insights\/a-return-to-the-office-is-key-for-innovation\">return to the office<\/a> as soon as they can. The stakes are high and, at least for now, employees aren\u2019t budging. <\/p>\n\n\n\n<h2 id=\"what-employers-want\"class=\"wp-block-heading\">What employers want<\/h2>\n\n\n\n<p>While leadership acknowledges that the future of work is hybrid, their view of what that looks like often differs from what employees are asking for, fueling a widening disconnect between the two groups. Leaders have the difficult task of balancing demands for more remote options with concerns about <a href=\"\/en-GB\/ideas\/research-insights\/expert-insights\/how-to-build-culture-in-a-hybrid-workplace\">maintaining culture and collaboration<\/a>. They recognize that the freedom to work remotely has a positive impact on well-being but worry that it can come at a cost. <\/p>\n\n\n\n<p>In a December 2020 <a href=\"https:\/\/www.pwc.com\/us\/remotework?WT.mc_id=CT3-PL300-DM1-TR1-LS2-ND30-PR2-CN_FFGFY21-remotework&gclid=Cj0KCQjw0emHBhC1ARIsAL1QGNdapFu0eKSCtozBEEY_ucTo3zCXaGWNP5fEOpWxuCzjpicNdOissPUaAu-eEALw_wcB&gclsrc=aw.ds\">PwC survey<\/a> of 1,200 U.S.\u2013based office workers of all levels, 68 percent of executives said they believe employees need to be in the office at least three days a week in order to maintain a strong company culture. Other data from the survey supports the value of in-office work: 34 percent of less-experienced employees and 23 percent of those with more than five years of experience reported feeling less productive working remotely.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full is-style-default\"><img decoding=\"async\" src=\"\/ideas\/wp-content\/uploads\/sites\/4\/2021\/08\/Print_300DPI-20190723_WeWork-Seolleung-III_16_v1-scaled.jpg\" alt=\"\" class=\"wp-image-4754\"\/><figcaption><a href=\"https:\/\/www.wework.com\/en-GB\/buildings\/seolleung-ii--seoul\" target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/www.wework.com\/en-GB\/buildings\/seolleung-ii--seoul\">WeWork Seolleung II<\/a> in Seoul.<\/figcaption><\/figure>\n\n\n\n<p>Employers generally favor a hybrid model with more days in the office. In a survey of over 500 C-suite executives conducted in May 2021, <a href=\"https:\/\/www.mckinsey.com\/business-functions\/organization\/our-insights\/its-time-for-leaders-to-get-real-about-hybrid#\">McKinsey<\/a> found that more than three-quarters expected employees to be in the office more than three days a week after the pandemic, 52 percent expected employees to be in the office four or more days a week, and only 12 percent said two days or less. The results are a stark contrast to overall employee preference for at least three days of remote work a week.<\/p>\n\n\n\n<h2 id=\"potential-hybrid-models\"class=\"wp-block-heading\">Potential hybrid models<\/h2>\n\n\n\n<p>So what does all this mean for the hybrid model everyone is striving for? What are some of the forms it could actually take? Here are four of the most common <a href=\"https:\/\/www.mckinsey.com\/business-functions\/organization\/our-insights\/reimagining-the-postpandemic-workforce\">hybrid models<\/a> companies are implementing.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Some remote options, with a large HQ <\/h3>\n\n\n\n<p>This model grants employees the flexibility to work remotely one to three days a week while retaining a pre-pandemic real estate footprint of a traditional headquarters. Given most employees\u2019 preference for at least three days of remote work, this option could make retention difficult. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Some remote options, with multiple office hubs <\/h3>\n\n\n\n<p>Similar to the above, this option offers one to three days of remote work\u2014but rather than reporting into a large centralized office, employees could perform in-office work in a distributed set of <a href=\"https:\/\/www.wework.com\/ideas\/workspace-solutions\/flexible-products\/what-is-satellite-office\">smaller regional hubs<\/a>. This model brings offices closer to employees, <a href=\"\/en-GB\/ideas\/research-insights\/expert-insights\/work-play-and-sustainability-in-the-15-minute-city\">making commuting easier<\/a> and creating a wider available talent pool. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Primarily remote with flexible workspace options<\/h3>\n\n\n\n<p>With this model, employees are free to work remotely up to five days a week. Rather than providing assigned desks or office locations, a company offers <a href=\"\/en-GB\/ideas\/workspace-solutions\/flexible-products\/what-is-flexible-office-space-workspace\">flexible space<\/a> with <a href=\"\/en-GB\/ideas\/workspace-solutions\/flexible-products\/what-is-hot-desking\">hot desks<\/a> and <a href=\"\/en-GB\/ideas\/workspace-solutions\/flexible-products\/eight-kinds-of-space-your-office-needs-for-activity-based-working\">meeting spaces<\/a> in select locations for collaboration and focused office work. <\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Fully remote, no office<\/h3>\n\n\n\n<p>The most radical model ditches the office altogether in favor of a fully <a href=\"\/en-GB\/ideas\/professional-development\/management-leadership\/benefits-of-working-remotely\">remote workforce<\/a>. The benefits of this model include the ability to hire employees regardless of where they live as well as savings on real estate costs. While this model has its benefits, many employees say they would like the option of gathering at an office for collaborative work and socialization. <\/p>\n\n\n\n<h2 id=\"companies-testing-the-waters-with-a-three-day-office-model\"class=\"wp-block-heading\">Companies testing the waters with a three-day office model<\/h2>\n\n\n\n<p>While COVID-19\u2019s Delta variant has stalled some return-to-office plans, companies are actively exploring various hybrid models for their workforces, even as executives react to fast-changing circumstances. <\/p>\n\n\n\n<p>In May, <a href=\"https:\/\/blog.google\/inside-google\/life-at-google\/hybrid-approach-work\/\">Google announced its plans<\/a> to bring its 135,000 global employees back to the office three days a week, while giving them the flexibility to work two days \u201cwherever they work best.\u201d These return plans have been pushed back to at least mid-October. Citigroup announced a <a href=\"https:\/\/blog.citigroup.com\/2021\/03\/latest-update-on-the-future-of-work-at-citi\/\">similar return plan<\/a> in March but recently <a href=\"https:\/\/www.linkedin.com\/posts\/sarawechter_heres-the-latest-on-our-return-to-office-activity-6830881366889132032-SC9Z\/\">changed that to two days<\/a> a week in the office.<\/p>\n\n\n\n<p>It\u2019s yet to be seen how successful these return models will be. As <a href=\"https:\/\/www.nytimes.com\/2021\/08\/05\/business\/dealbook\/remote-work-bias.html\">reported in <em>The New York Times<\/em><\/a>, 10,000 Google employees have applied to work remotely or transfer locations. But potential pay cuts of 10 percent or higher for full-time remote employees depending on where they live has <a href=\"https:\/\/www.cnet.com\/news\/google-employees-angered-by-search-giants-hypocritical-remote-work-policies\/\">angered many employees<\/a> who feel they aren\u2019t getting a fair choice. Other tech companies, including Twitter and Facebook, have also reportedly enacted pay cuts for employees who move to less-expensive locations than the San Francisco Bay Area, where their headquarters are located.<\/p>\n\n\n\n<figure class=\"wp-block-image size-full is-style-default\"><img loading=\"lazy\" decoding=\"async\" width=\"962\" height=\"542\" src=\"\/ideas\/wp-content\/uploads\/sites\/4\/2021\/08\/Print_300DPI_1080x1080-20191027_WeWork_1-S-Dearborn-Chicago_008_v1.jpg\" alt=\"\" class=\"wp-image-4755\" srcset=\"https:\/\/www.wework.com\/en-GB\/ideas\/wp-content\/uploads\/sites\/11\/2021\/08\/Print_300DPI_1080x1080-20191027_WeWork_1-S-Dearborn-Chicago_008_v1.jpg?w=962 962w, https:\/\/www.wework.com\/en-GB\/ideas\/wp-content\/uploads\/sites\/11\/2021\/08\/Print_300DPI_1080x1080-20191027_WeWork_1-S-Dearborn-Chicago_008_v1.jpg?w=400 400w, https:\/\/www.wework.com\/en-GB\/ideas\/wp-content\/uploads\/sites\/11\/2021\/08\/Print_300DPI_1080x1080-20191027_WeWork_1-S-Dearborn-Chicago_008_v1.jpg?w=800 800w\" sizes=\"auto, (max-width: 962px) 100vw, 962px\" \/><figcaption><a href=\"https:\/\/www.wework.com\/en-GB\/buildings\/1-south-dearborn--chicago--IL\" target=\"_blank\" rel=\"noreferrer noopener\" href=\"https:\/\/www.wework.com\/en-GB\/buildings\/1-south-dearborn--chicago--IL\">WeWork 1 South Dearborn<\/a> in Chicago.<\/figcaption><\/figure>\n\n\n\n<p>Some companies are going further to give employees more flexibility. In June 2020, <a href=\"https:\/\/slack.com\/blog\/news\/june-update-on-slack-office-closures-from-slack-svp-of-people-robby-kwok\">Slack <\/a>announced that all employees would be allowed to work remotely on a permanent basis. The list of tech companies embracing a similar remote work model keeps growing.<\/p>\n\n\n\n<p>While these companies are embracing remote work, most recognize the clear benefits of offering office space to employees and leaving it up to them to determine when and where they work. Both Slack and Dropbox are providing employees with a <a href=\"https:\/\/www.wework.com\/en-GB\/solutions\/wework-all-access\" href=\"https:\/\/www.wework.com\/en-GB\/solutions\/wework-all-access\">WeWork All Access<\/a> membership, which allows access to hundreds of WeWork locations across cities worldwide. This lets employees live and work wherever it\u2019s best for them, offering maximum flexibility without losing the benefits of work and collaboration spaces. <\/p>\n\n\n<div class=\"related-articles-sticky related-articles-sticky--sticky-on-desktop\">\r\n <div class=\"related-articles-sticky__holder\">\r\n <div class=\"ray-grid\">\r\n <div class=\"ray-grid__cell--span-full\">\r\n <div class=\"related-articles-sticky__header-wrapper\">\r\n <h3 class=\"ray-text--h3 related-articles-sticky__block-title\">\r\n Related articles\r\n <\/h3>\r\n <\/div>\r\n <div class=\"related-articles-sticky__wrapper\">\r\n \r\n <div class=\"related-articles-sticky__item\">\r\n <div class=\"related-articles-sticky__image-wrapper\">\r\n <a href=\"https:\/\/www.wework.com\/en-GB\/ideas\/workspace-solutions\/one-week-working-all-over-london\" class=\"ray-image ray-image--1by1\">\r\n <img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" width=\"2048\" height=\"1366\" src=\"https:\/\/www.wework.com\/en-GB\/ideas\/wp-content\/uploads\/sites\/11\/2023\/05\/Web_150DPI-20181127_London_One-Poultry_Common-Area_08-2.jpg?resize=2048%2C1366\" class=\"related-articles-sticky__image\" alt=\"\" srcset=\"https:\/\/www.wework.com\/en-GB\/ideas\/wp-content\/uploads\/sites\/11\/2023\/05\/Web_150DPI-20181127_London_One-Poultry_Common-Area_08-2.jpg?w=2048 2048w, https:\/\/www.wework.com\/en-GB\/ideas\/wp-content\/uploads\/sites\/11\/2023\/05\/Web_150DPI-20181127_London_One-Poultry_Common-Area_08-2.jpg?w=1536 1536w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/>\r\n <\/a>\r\n <\/div>\r\n <div class=\"related-articles-sticky__container\">\r\n <a href=\"https:\/\/www.wework.com\/en-GB\/ideas\/workspace-solutions\/one-week-working-all-over-london\">\r\n <div class=\"related-articles-sticky__caption-title\">\r\n One week working all over London\r\n <\/div>\r\n\r\n <div class=\"author\">\r\n By\r\n Rachel Spedding\r\n <\/div>\r\n <\/a>\r\n <\/div>\r\n <\/div>\r\n \r\n <div class=\"related-articles-sticky__item\">\r\n <div class=\"related-articles-sticky__image-wrapper\">\r\n <a href=\"https:\/\/www.wework.com\/en-GB\/ideas\/research-insights\/flexible-office-is-a-powerful-part-of-workplace-strategy-gated\" class=\"ray-image ray-image--1by1\">\r\n <img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" width=\"1199\" height=\"799\" src=\"https:\/\/www.wework.com\/en-GB\/ideas\/wp-content\/uploads\/sites\/11\/2022\/09\/Web_72DPI-20200313_WeWork_Salesforce-Tower-Atrium-San-Francisco_001.jpg?resize=1199%2C799\" class=\"related-articles-sticky__image\" alt=\"Cushman & Wakefield survey finds flexible offices are a powerful part of workplace culture.\" \/>\r\n <\/a>\r\n <\/div>\r\n <div class=\"related-articles-sticky__container\">\r\n <a href=\"https:\/\/www.wework.com\/en-GB\/ideas\/research-insights\/flexible-office-is-a-powerful-part-of-workplace-strategy-gated\">\r\n <div class=\"related-articles-sticky__caption-title\">\r\n Flexible office is a powerful part of workplace strategy\r\n <\/div>\r\n\r\n <div class=\"author\">\r\n By\r\n Cushman & Wakefield\r\n <\/div>\r\n <\/a>\r\n <\/div>\r\n <\/div>\r\n \r\n <div class=\"related-articles-sticky__item\">\r\n <div class=\"related-articles-sticky__image-wrapper\">\r\n <a href=\"https:\/\/www.wework.com\/en-GB\/ideas\/workspace-solutions\/creating-a-flexible-world-of-work-with-technology\" class=\"ray-image ray-image--1by1\">\r\n <img data-recalc-dims=\"1\" loading=\"lazy\" decoding=\"async\" width=\"2048\" height=\"1152\" src=\"https:\/\/www.wework.com\/en-GB\/ideas\/wp-content\/uploads\/sites\/11\/2022\/08\/20221105_Power-and-Light-Building_10_v1-scaled.jpg?resize=2048%2C1152\" class=\"related-articles-sticky__image\" alt=\"\" srcset=\"https:\/\/www.wework.com\/en-GB\/ideas\/wp-content\/uploads\/sites\/11\/2022\/08\/20221105_Power-and-Light-Building_10_v1-scaled.jpg?w=2048 2048w, https:\/\/www.wework.com\/en-GB\/ideas\/wp-content\/uploads\/sites\/11\/2022\/08\/20221105_Power-and-Light-Building_10_v1-scaled.jpg?w=400 400w, https:\/\/www.wework.com\/en-GB\/ideas\/wp-content\/uploads\/sites\/11\/2022\/08\/20221105_Power-and-Light-Building_10_v1-scaled.jpg?w=800 800w, https:\/\/www.wework.com\/en-GB\/ideas\/wp-content\/uploads\/sites\/11\/2022\/08\/20221105_Power-and-Light-Building_10_v1-scaled.jpg?w=1120 1120w, https:\/\/www.wework.com\/en-GB\/ideas\/wp-content\/uploads\/sites\/11\/2022\/08\/20221105_Power-and-Light-Building_10_v1-scaled.jpg?w=1440 1440w, https:\/\/www.wework.com\/en-GB\/ideas\/wp-content\/uploads\/sites\/11\/2022\/08\/20221105_Power-and-Light-Building_10_v1-scaled.jpg?w=1536 1536w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/>\r\n <\/a>\r\n <\/div>\r\n <div class=\"related-articles-sticky__container\">\r\n <a href=\"https:\/\/www.wework.com\/en-GB\/ideas\/workspace-solutions\/creating-a-flexible-world-of-work-with-technology\">\r\n <div class=\"related-articles-sticky__caption-title\">\r\n Creating a flexible world of work with technology\r\n <\/div>\r\n\r\n <div class=\"author\">\r\n By\r\n Scott Morey\r\n <\/div>\r\n <\/a>\r\n <\/div>\r\n <\/div>\r\n <\/div>\r\n <\/div>\r\n <\/div>\r\n <\/div>\r\n <\/div>\r\n\n\n\n<h2 id=\"what-does-this-mean-for-the-future-of-work\"class=\"wp-block-heading\">What does this mean for the future of work?<\/h2>\n\n\n\n<p>The consequences of failing to listen to employees could be dire. In a May 2021 <a href=\"https:\/\/www.bloomberg.com\/news\/articles\/2021-06-01\/return-to-office-employees-are-quitting-instead-of-giving-up-work-from-home\">survey by Morning Consult<\/a>, 39 percent of the 1,000 employees surveyed said they would consider quitting if their bosses didn\u2019t let them keep the flexibility of remote work. <\/p>\n\n\n\n<p>While there\u2019s a lot we don\u2019t know about the future of work, one thing is abundantly clear: It\u2019s critical that organizations listen to the needs of their employees and provide the flexibility necessary for employees to establish a healthy work-life balance. The well-being of the workforce is paramount. With the threat of mass resignations looming, companies that don\u2019t embrace employee-focused flexibility could struggle as the future of work passes them by. <\/p>\n\n\n\n<p><em>Bradley Little is a writer and video producer based in New York City.<\/em><\/p>\n\n\n<div\r\n data-block_60e8695ae0589\r\n class=\"sticky-cta align sticky-cta--bottom sticky-cta--default--bottom sticky-cta--right sticky-cta--default\"\r\n>\r\n <div class=\"sticky-cta__copy sticky-cta--default__copy\">\r\n <p>Rethinking your workspace?<\/p>\n\r\n <\/div>\r\n\r\n <div class=\"sticky-cta__button-wrap sticky-cta--default__button\">\r\n <button class=\"ray-button ray-button--primary sticky-cta__button\">\r\n <a\r\n href=\"#nf-form-31-cont\"\r\n class=\"sticky-cta__link sticky-cta--default__link\">\r\n Get in touch\r\n <\/a>\r\n <\/button>\r\n <\/div>\r\n<\/div>\r\n","protected":false},"excerpt":{"rendered":"<p>Employees and executives agree that the return to work should be flexible\u2014but the specifics vary widely<\/p>\n","protected":false},"author":2182,"featured_media":4757,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"template-single-default.blade.php","format":"standard","meta":{"_acf_changed":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[1425,1431],"tags":[145,1442,1457],"class_list":["post-4756","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-research-insights","category-research-studies","tag-flexibility","tag-talent-and-retention","tag-work_by_the_numbers"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v22.4 (Yoast SEO v25.3.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Hybrid work means something different to everyone - Ideas (en-GB)<\/title>\n<meta name=\"description\" content=\"Employees and executives agree that the return to work should be flexible\u2014but the specifics vary widely.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.wework.com\/en-GB\/ideas\/research-insights\/hybrid-work-means-something-different-to-everyone\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Hybrid work means something different to everyone\" \/>\n<meta property=\"og:description\" content=\"Employees and executives agree that the return to work should be flexible\u2014but the specifics vary widely.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.wework.com\/en-GB\/ideas\/research-insights\/hybrid-work-means-something-different-to-everyone\" \/>\n<meta property=\"og:site_name\" content=\"Ideas (en-GB)\" \/>\n<meta property=\"article:published_time\" content=\"2021-08-27T02:06:22+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2022-04-18T15:05:30+00:00\" \/>\n<meta name=\"author\" content=\"Bradley Little\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:description\" content=\"Employees and executives agree that the return to work should be flexible\u2014but the specifics vary widely.\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Bradley Little\" \/>\n\t<meta name=\"twitter:label2\" content=\"Estimated reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"7 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.wework.com\/en-GB\/ideas\/research-insights\/hybrid-work-means-something-different-to-everyone\",\"url\":\"https:\/\/www.wework.com\/en-GB\/ideas\/research-insights\/hybrid-work-means-something-different-to-everyone\",\"name\":\"Hybrid work means something different to everyone - 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