Almost two-thirds of hybrid workers (61 percent) have felt pressured by a cyclical return to office (RTO) mandate during specific periods of the year.
According to new research by Owl Labs on the state of hybrid work, over the last three years, seasonal RTO mandates have emerged, with employers exerting more pressure on workers to be on-site during fall and winter. This aligns with the back-to-school season, making September the prime month for RTO campaigns, affecting 17 percent of hybrid workers. Another peak time for RTO is the New Year, with 13 percent of hybrid workers experiencing increased pressure in January.
Owl Labs' survey is predicated on the evolution of hybrid work four years after the pandemic started. It surveyed over 500 full-time knowledge workers in the US after the annual New Year RTO push and highlights that many employers are striving to revert to pre-pandemic policies despite employee resistance.
In addition to striking cyclical return-to-office patterns, the report delves into disparities in policies leading to "shadow management" and tensions around work styles that continue to cause discord among workers and managers. The study also investigates the factors deterring workers from returning to the office, including neurodivergence, disabilities, health conditions, and common pet peeves.
"Our new survey data found that the modern workplace is still full of conflict and tension around work styles – between employers and workers, company leaders and team managers, and peers," said Frank Weishaupt, CEO of Owl Labs.
As we pass the fourth anniversary of when the pandemic reached the U.S., the push and pull of annual return-to-office mandate cycles and the challenges of finding balance in the nebulous world of hybrid work still continue. The reality is that offices may never return to how they were pre-pandemic – although many employers haven’t yet given up on trying to turn back the clock, no matter how much discord it can cause among workers.”
Other Striking Findings
Owl Labs has found that strict RTO mandates from executives and HR teams have culminated in "shadow management". In this trend, team leaders grant more flexibility to their employees to retain productivity. Over two-fifths of employees (41 percent) report an inconsistent application of company policies on work location and hours.
Fifteen percent of workers believe specific departments and teams have more flexibility than others, while seven percent believe specific office locations do. Ten percent of workers believe senior executives enjoy more flexibility than others, while five percent say the favourites of those executives do similarly. Eight Percent of workers believe those with longer tenure at the company enjoy greater flexibility, too.
Owl Labs suggests that hybrid and remote work enhances inclusivity and diversity. Its survey reveals that 33 percent of employees identify with neurodivergent differences, disabilities, or health conditions, with over a fifth of neurodivergent-identifying workers finding in-office work challenging. Common obstacles include physical disabilities or injuries (7 percent), chronic illnesses or pain (7 percent), and neurodivergent differences like ADHD or autism (6 percent).
