Colliers Define Unveils Findings from the Third Edition of “Hybrid and Beyond” Report
Four years after remote work was introduced to many companies, businesses have made strides in tackling some of the challenges associated with hybrid work, such as the blurring lines between professional and personal life. However, issues like managing dispersed teams and declining employee engagement still require effective solutions. The latest report, “Hybrid and Beyond,” from Colliers Define, explores how organizations’ approach to hybrid work has evolved over the years and examines the benefits and risks from the perspective of company management.
The Rise of the Hybrid Model
Colliers Define’s latest study reveals that the number of companies working in a hybrid model has risen to 96%, up from 92% in 2023. This trend underscores the growing popularity and evolution of hybrid work. As companies adapt, fewer organizations rely predominantly on in-office work or restrict remote work to just a few days. Instead, there’s a notable shift toward a model where remote work is the dominant mode of operation. In fact, 25% of companies now operate primarily with remote work, a 4-percentage point increase from 2023 and a 9-point jump from 2022.
Perhaps even more striking, 15% of hybrid organizations have adopted varied working models, flexibly tailoring approaches to meet the needs of their teams. This represents a 10-point increase compared to 2023, showing that businesses are increasingly open to adjusting their work environments as needed.
Work-Life Balance Restored
During the early stages of the pandemic, balancing work and personal life emerged as a significant challenge for many employees working from home. However, this year, management teams report that difficulties in separating work from personal time have diminished. Home office setups have improved dramatically, often surpassing the ergonomics of office spaces.
Moreover, nearly half of the respondents indicated that their organizations have implemented guidelines around hybrid meeting etiquette, while 44% provide tools to help employees manage their time and set priorities.
Despite these advances, only 18% of respondents said their organizations have adopted best practices for asynchronous communication, such as allowing employees to disconnect from work-related communications after a certain hour.
Expanding Opportunities
One of the clear advantages of remote work, as recognized by both employees and employers, is the ability to hire talent regardless of location. This shift has significantly broadened recruitment horizons for HR departments.
According to the study, 34% of managers said their organizations employ remote workers who live within a two-hour commute of the office, while another 33% said they hire employees who live anywhere in Poland. Remote work has also helped organizations retain employees, as hybrid work has contributed to reduced turnover rates.
Increasing Challenges
While hybrid work offers clear benefits, it also presents some enduring challenges. According to Colliers Define, certain issues persist and, in some cases, have worsened over time.
One of the most significant challenges is the increased burden on management. Managers must navigate environments where team members work from different locations, follow varying schedules, and have unequal access to company resources. Additionally, the fluid nature of hybrid work requires constant reevaluation and adjustment of company policies. Solutions that work for one team may not work for another, forcing managers to continuously adapt their approach.
Other risks identified in the study include a weakened sense of belonging to the team—two-thirds of respondents reported this after three years of hybrid work—along with reduced collaboration and information sharing, noted by half of the participants. Furthermore, the negative impact of remote work on organizational culture is becoming more apparent, with 50% of managers recognizing this issue, up from 41% in 2022.
The Growing Disconnect Between Employers and Employees
In response to these challenges, many organizations have been encouraging employees to spend more time in the office. Over the past three years, between 60% and 64% of companies have reported taking such measures. However, the percentage of organizations facing employee resistance has increased—from 66% in 2022 to 88% today.
This growing resistance may stem less from an increasing number of employees opposing company policies and more from the fact that the anticipated “return to the office” never fully materialized. Many leaders are noticing a disconnect between organizational expectations and everyday practice.
“We’re witnessing a paradox,” explains Dorota Osiecka, Partner and Director at Colliers Define. “Companies, eager to prevent negative outcomes like the erosion of organizational culture, decreased efficiency, or lower team morale, are pushing for more in-office work. Meanwhile, employees, facing increased restrictions on their autonomy, respond with passive resistance and disengagement.”
A Systematic Approach
Addressing the challenges of hybrid work requires a more targeted approach. Organizations must first thoroughly analyze their structure to identify hybrid work issues at both the team and organizational levels. It’s also essential to recognize that implementing changes in one area may lead to unintended consequences elsewhere.
“Introducing initiatives aimed at boosting individual employee efficiency, for example, can inadvertently reduce collaboration,” Osiecka cautions. “Understanding the broader impact of seemingly narrow initiatives is key to ensuring they benefit the entire organization.”
As hybrid work continues to evolve, companies will need to balance flexibility with structure, and address the challenges head-on to maximize the potential of this new work model.
