There are substantial gaps in perception between employers and employees surrounding RTO policies, hybrid work flexibility, and technology, according to research from Cisco. Based on a survey of 21,513 employers and employees across multiple industries and 21 markets, the study reveals that despite employees’ positive sentiments around office time, there are disconnects with employers regarding the perceived benefits of current policies. These tensions are even more pronounced with top performers and Gen Z employees. Their preferences can lean heavily toward flexibility: the freedom to work remotely to maximize productivity or maintain work-life balance—or in an office when face-to-face connections are called for.
“We have to remember, flexibility doesn’t mean that everyone is working remotely all the time,” says Fran Katsoudas, Cisco’s EVP and chief people, policy, and purpose officer. “It means that there’s an ability to take into consideration the needs of every individual. And one of the big ah-ha’s from the study is that flexibility makes top performers perform better.”
Here are some key tips for navigating hybrid work policies and RTO.
- Build trust and productivity will follow. In Cisco’s study, employers consistently overestimate the positive impact of return-to-office policies on employee productivity and well-being. From the employee perspective, 77% believe that rigid return-to-office mandates were driven by a lack of trust. And only 39% of employees agreed that those mandated office days boost productivity. Another disconnect was around the well-being of workers under return-to-office mandates. Only 28% of employees see these mandates as beneficial to their well-being, compared to 42% of employers.
- Draw them back with office experiences. Financial considerations influence both employers and employees’ perspectives on the office, but in different ways. While employees overwhelmingly prefer flexible choices in where they work, they also enjoy in-person connections. For leaders, that means opportunities to bring teams together in-person for high-impact activities. By lessening the call for everyday office presence, they can also counter the need for larger office spaces (and their high rents) and leverage smart-workplace tech to optimize the space they have.
- Listen to top talent. In Cisco’s survey, the responses of high performers reveal important insights. These employees expect hybrid-work opportunities, and 78% would even consider leaving a company if the work policies were not flexible enough (only 34% preferred working from the office). Nevertheless, many still saw advantages to spending time in the office — for example, 85% believed it helped their career advancement. Organizations that want to nurture top talent will build autonomy and trust into their work policies, and give those top performers the freedom to grow, connect, and collaborate in whatever way is best for them.
- Address the generational divide. Looking at the perceptions of leaders can offer a window into the challenges many companies are facing. Nearly half (48%) of Gen Z employers believe remote work is most productive, while only 28% of boomer employers agree. On the flip side, 40% of Boomer employers prefer the office versus 28% of Gen Z. As time progresses, the needs of these different groups will change and perspectives on remote versus in-office work will shift, in line with people’s life stages. More flexible policies that acknowledge these changes and allow for individual considerations can increase loyalty and retention. Technology can also serve to bridge the gap.
- Embrace emerging technology. Gen Z may stand out, but they are not the only group that expects great, trusted technology. For example, a full 90% of employees see value in collaboration tools. However, only 32% of employers are investing in the high-grade collaboration technology that supports flexible, hybrid work models. At the same time, AI is driving a revolution in the workplace. Yet only 44% of employers invest in it. Organizations that invest in networking, security, AI, and collaboration foundations to adequately support this future hybrid workforce will draw top talent and stay competitive. Their workers will be both more flexible and productive.
