Hushed Hybrid: naughty or nice extra working from home?

Kate Wright - October 28, 2024

Kate is a writer and brand champion, on the hunt for the best innovations in health and wellbeing.

Is it true that people are working from home more than they are officially supposed to? We heard the rumours and decided to find out!

‘Hushed Hybrid’ is when employees quietly get on with the balance of home and office working that they personally prefer, no matter what official hybrid working policies might set out. As long as the job gets done, all’s good, right?

Let’s just say the results of the Posturite Hushed Hybrid Survey are revealing. Hundreds of hybrid-working public, private and voluntary sector employees answered anonymously about the real picture of hybrid working today. Read on for the survey results; there’s some hush-hush activity occurring.

All answers apply to the participants’ own organisations.

SURVEY QUESTION 1:

Is there any bad feeling over disagreements about how often team members should be in the office?

No 53%
Yes 47%

Comments:

Bad feeling is quite a strong description - there is some disquiet about it.
Not in my office but I've heard that other offices have had some tension.
Different managers interpret the guidelines differently which can lead to bad feelings.
The minority not the majority are disagreeing.
Some minimal grumblings about it.
As there is no hybrid work policy, each area manager operates it differently. This is causing disharmony amongst staff on the issue.
On the whole there pretty much is agreement on a department-by-department basis.
Certain roles are not expected to comply.
Hybrid working doesn't fit in with all job types and brings in a lot of bad feeling for the people who don't have this option.
Not as bad as it used to be since it's harder to do ‘hushed hybrid’ now.
No bad feeling as such, but sometimes a bit of disappointment when you come in expecting to see a busy office and it's actually more like a ghost-town.
There are teams that really should have a more visible presence on site e.g. HR. My own team (Health and Safety) makes sure that there is always at least one of us (and preferably two) on site every day.

Those who come into the office for the requested number of days are frustrated that the policy is not being enforced across the organisation.
This does depend on the culture of each individual team. There is some difficulty with people who chose to relocate during lockdown who now find the commute excessive.
Offices are being left unused by those who should be using them at the expense of other staff members who may need an office.
There are some people who are officially remote workers, but under their contract are meant to visit one of our offices at least once a fortnight. However, we don't see them for months on end. This is making it difficult for those individuals to integrate fully with the rest of the team.
There are mixed feelings. Some staff started at the organisation expecting a certain degree of flexibility that they feel is being taken from them. Others feel isolated at home because there is not enough office space.

SURVEY QUESTION 2:

Are people doing more working from home than they are officially supposed to?

In other words 'Hushed Hybrid'.

Yes, possibly = 30%
Yes, definitely = 28%
Not sure = 22%
No = 20%

Let’s highlight this fascinating answer – 58% said ‘yes’ to Hushed Hybrid possibly or definitely going on in their organisation.

Comments:

Managers have been lax regarding this. Some staff were monitored others were not. It has got stricter now but some still get favours.
Impossible to monitor – it’s a very large organisation with different departments having different rules.
Minimum expectation is readily exceeded and our company is relaxed as long as the work is getting done.

SURVEY QUESTION 3:

How many days per week do you usually work from home?

One day = 24%
Two days = 26%
Three days = 23%
Four days = 12%
Five days = 14%

Of our part-time respondents, 37% spend a third or less of their time working from home, 13% spend half, 16% spend two thirds and 34% three quarters at home.

SURVEY QUESTION 4:

In the last 6 months, has there been any encouragement to come into your workplace more often?

No = 56%
Yes = 44%

Comments:

Our team work well together and if somebody is planning to be in, then others will come in naturally without any coercion.
It has been discussed but no encouragement has been provided.
I have been “encouraged” to be in often for the last two years.
There aren't enough desks for everyone - 50 desks for 300 employees.
It’s often spoken about in hushed tones rather than directly communicated.
Free lunches are provided every Monday to encourage footfall in the offices.
The senior team are pushing it, but my line manager and VP are OK with our team working from home.

SURVEY QUESTION 5:

How strict is it about the number of days you come into the office?

Expected but relaxed = 67%
Quite strict = 17%
Strictly enforced = 10%
Everyone ignores it and does what they want = 6%

SURVEY QUESTION 6:

A question for line managers only:

Would you say something to your team member if they weren’t coming into the office enough?

Yes, I will have a conversation to align on company expectations.
No, not as long as they were fulfilling their work commitments.
No, I have no expectation of them being in the office unless required for team meetings etc.
Yes, but only if they didn’t turn up on 'team days'.
Yes - the reason may be genuine but I would have the discussion.

If it was policy, yes.
No, not really. I undertake regular 1-1's with my staff and one of the things we regularly discuss is their work pattern and whether they are happy with it or whether we need to revisit it.
Yes. Absolutely. We are a team and need to support each other through our actions.
If there was no reason given as to why, then yes I would have that discussion.
Yes, interaction with your team is better in person.
Yes. We have agreed levels of in-person service to be maintained.
Yes, it needs to be fair and it is them understanding that their coming to work is just not for them but those they work with.
Yes I have to, because it is strictly monitored.
No, we trust our teams to do their work regardless of where from.
Yes, but I allow them to do what they need to do.
I have encouraged a direct report to utilise the office as I believe it helps them and their mental health - but wouldn't enforce that they attend.
If it is having an effect on the team or impact on the administration side then yes. Not everything is possible from home.
I agree with hybrid working but I would say something to toe the company line.
Yes, otherwise it would be unfair to the rest of the team who follow the ‘rules’.
Yes, I would address the situation with the team member, but I’d approach it in a supportive manner.
Yes, if it was affecting their performance. I don't agree with culture of presenteeism.
Yes - because of the burden on other team members.
I expect them to be in the office, working from home is negotiable.

What did you make of the results?

Jonathan White, Key Account Manager for Posturite, was among the first to get his hands on these Hushed Hybrid survey results. He remarks:

“It can be a very tricky balancing act for our clients to manage employees’ expectations on home and office working at the moment. This Hushed Hybrid survey is fascinating to get true views on what is happening unofficially and what employees and employers feel! It will be helpful for managers to read and see how their own approaches compare.

I was interested that 67% of respondents reported that it was ‘expected but relaxed’ about how many days to come into the office – a high proportion. And to hear that in 28% of organisations, people are ‘definitely’ doing more working from home than they are officially supposed to, is significant.”