Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
Hybrid work is now the new standard for global organizations. According to JLL’s 2025 Workforce Preference Barometer, which surveyed 8,700 office workers across 31 countries, structured hybrid policies are now the norm, with two-thirds of respondents saying their companies have set clear expectations for in-office days.
While 72% view these policies positively, satisfaction depends heavily on the overall quality of the work experience, not just the policy itself.
The Office Experience Drives Policy Success
What makes a hybrid policy successful? Employees are far more likely to embrace structured hybrid models when they work in environments that align business goals with individual wellbeing. This includes quality office design, a strong culture of recognition, learning opportunities, and social infrastructure.
In such settings, workers are more collaborative, productive, and willing to be on-site.
Conversely, negative perceptions of hybrid mandates stem from poor office experiences. Employees who lack ergonomic spaces, autonomy, and meaningful reasons to come in report lower satisfaction, increased burnout, and a desire for greater flexibility.
Many don’t reject hybrid models outright — they simply don’t see the value in complying without the right support.
Compliance Gaps Reflect Deeper Workforce Divides
Even with structured mandates, actual attendance varies. Compliance is highest in Europe (up to 90% in countries like France and Italy) and lowest in the U.S. (74%). But these numbers hide a deeper split. So-called “compliers” tend to be older, longer-tenured, and more likely to work in public sectors where stability outweighs the need for perks.
Meanwhile, “non-compliers” — often younger, highly skilled professionals in tech roles — are more empowered, and make calculated choices about how they work. These individuals often enjoy the best amenities and report strong performance, yet still resist rigid attendance rules, favoring flexibility that accommodates their lives. Their behavior isn’t disengagement — it’s agency.
This group, particularly caregivers and mid-career professionals, also faces the highest burnout risk. Nearly 40% of workers globally report feeling overwhelmed, with caregiving employees — nearly half the workforce — suffering the most.
Burnout is directly tied to retention: 57% of those considering leaving their jobs in the next year say they are burned out.
Offices Must Earn the Commute
Despite widespread hybrid adoption, many employees still believe office experiences fall short. Nearly 40% say their workplace could be improved. Common frustrations include poor location, traffic, safety, acoustic discomfort, and lackluster amenities. Expectations are rising, especially among younger workers who want healthy food options, smart building systems, and better social infrastructure.
Satisfaction varies globally. Workers in the Middle East and U.S. report the highest approval of their offices, while European respondents—especially in France and Germany—are the least satisfied. This could reflect both higher expectations and building quality gaps across regions.
Designing the Next-Gen Office
To truly support hybrid work, office spaces need to become compelling alternatives to home. Employees want high-quality interiors, spaces for informal learning, strong social connections, and access to leadership. AI-enhanced collaboration tools, personalized amenities, and intuitive space-booking systems will become critical to making the office a dynamic, desirable environment.
Workplaces must also be designed for flexibility: extended access hours, modular layouts, and real-time occupancy planning can improve space use while supporting diverse workstyles. Neighborhood seating models, where teams share space rather than desks, allow for better collaboration and adaptability.
What Employers Should Do Now
JLL’s report makes clear that the workplace needs change to be able to properly enforce policy, as well as encourage loyalty and performance. Key priorities for employers include:
- Tailor hybrid work policies to life stage, role, and personal circumstances.
- Focus on meaningful office experiences, not just mandates.
- Strengthen office environments with thoughtful design, smart amenities, and collaboration-focused spaces.
- Support holistic wellbeing, including mental health, flexible hours, and short-notice leave for caregivers.
- Invest in leadership that can engage teams with empathy, emotional intelligence, and awareness of individual pressures.
