Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
As hybrid and remote work continue to become more beloved by workers, a growing tension is emerging between employers and employees. Many companies—especially in tech, finance, and professional services—are encouraging or even mandating a return to the office, citing concerns around collaboration, culture, and productivity. Some have implemented structured hybrid schedules requiring employees to be on-site several days per week.
However, workers are increasingly resisting these return-to-office (RTO) efforts. Flexibility has become a non-negotiable for many professionals.
By October 2020, the Pew Research Center reported that 71% of employees who had the option to work from home were doing so — a substantial increase from 23% before the onset of Covid-19.
This resistance is especially strong among knowledge workers who have proven they can perform effectively — and even more productively — outside of the traditional office setting.
This ongoing push-pull dynamic is forcing organizations to weigh the benefits of in-person collaboration against the risk of losing top talent.
Why Flexibility Is the Ultimate Dealbreaker for Job Seekers
In 2023, 12.7% of full-time employees worked from home, while 28.2% engaged in a hybrid model that combines both remote and in-office work.
In Q2 2025, 24% of new jobs were hybrid, and 12% fully remote, according to Robert Half.
It’s clear that most job seekers still prefer flexibility; 76% of workers would even look for a new job if remote work was eliminated.
This strong preference for remote work is also reflected in productivity metrics, as employees working remotely are 35-40% more productive compared to those in a traditional office setting.
What’s Happening Now With the Remote-Hybrid Landscape
Companies continue to refine their hybrid and remote work approaches—some favor set schedules where employees come to the office on specific days, while others embrace a fully flexible “work anytime” policy. Tech firms, finance, and professional services lead in adopting hybrid setups, while manufacturing and retail still lean more toward in-person roles.
Meanwhile, remote work remains popular among roles that rely heavily on digital tools, such as software development and marketing. Employee demand for flexibility keeps growing, driving organizations to invest in digital infrastructure and remote-friendly cultures to retain talent.
The Hidden Struggles Behind Working From Home
Despite the benefits, working from home does present challenges such as potential feelings of isolation, communication issues, and difficulties in maintaining work-life balance.
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Challenges like “Zoom fatigue,” communication gaps, and maintaining company culture prompt leaders to experiment with new collaboration tools and wellness initiatives.
Companies are increasingly focusing on creating inclusive remote work policies and leveraging digital tools to facilitate effective collaboration and communication among remote teams.
How Remote and Hybrid Work Could Evolve Beyond 2030
Looking further ahead, by 2030, the number of global digital jobs is expected to increase by about 25%, surpassing 90 million positions, according to the World Economic Forum.
This will likely be driven by ongoing employee demand for work-life balance and employers’ desire to tap into global talent pools without geographic restrictions.
Companies might also adopt more personalized work arrangements based on individual preferences and roles, blurring the lines between remote, hybrid, and even office-centric work.
At the same time, new challenges will arise, including managing digital overload and ensuring equity between remote and in-office workers. Organizations investing in thoughtful policies, inclusive cultures, and continuous feedback loops will be better positioned to be successful long-term.
