Copyright forbes
"The hybrid creep" isn't some ghoulish Halloween figure at work, but it is something that's increasing and haunting many employees in the American workforce. “The hybrid creep” sounds like a Halloween ghoul, but it isn’t. It’s a wide-sweeping phenomenon on the rise in the workplace, according to career experts. The mismatch between workers’ desire for remote work flexibility and employers’ return-to-office (RTO) mandates has birthed the new term, “the hybrid creep,” as companies pressure hybrid workers to return to the office full time. ‘The Hybrid Creep’ Trending In The Workplace Gallup says the tug-of-war between employers and employees has left workers feeling undervalued, questioning their future and stuck in their discontent, especially with hybrid working and companies wanting employees in the office more frequently. Hybrid working is common across many U.S. offices and all over the world. It offers employees flexibility in their workday, and many view this as a solid workplace perk. But the recent increase in employers gradually pushing to bring employees into the office without a formal announcement has been dubbed “the hybrid creep.” Peter Duris, CEO and co-founder of Kickresume, points out that some organizations want to see more faces in the office, but may do this without formally updating any policies. "The workplace term ‘the hybrid creep’ is used to describe this gradual shift back to office-based working, and might leave employees feeling like they no longer have as much flexibility as they once did,” according to Duris. Why Worker ‘Desk Dread’ Is Causing ‘The Hybrid Creep’ It’s not just the commute that’s causing employees to react with “desk dread.” A Logitech survey identified tech failures as another main reason employees don’t want to give up their hybrid positions. MORE FOR YOU Tech failures are driving employees away, plaguing 63% of hybrid workers when they arrive back in the office, costing an average of 25 minutes just to get set up. Workers also admitted faking emergencies to avoid the desk, and 24% not wanting to go above and beyond because of poor office experience. Other key findings include: Nearly one in four may quit as a result as a result of poor technology. 25% have faked an illness and 20% have faked a family emergency to avoid going into the office. For Gen Z, that’s 32% and 28%, respectively. Six out of 10 workers say outdated tech worsens their productivity and wastes their time, with some working late to make up for lost time or missed meetings. Gen Z want better tech, or they’re out. Three out of 10 say they’re seriously considering quitting for a job that provides more up-to-date office tech. 53% of young workers would come in more often if there were more reliable tech and equipment. In addition to tech failures, Doug Staneart of The Leaders Institute stresses that the solution lies in how leaders communicate, develop and support their teams. “The hybrid creep” has led 71% of the workforce to jump ship and start their own full-time side hustles, some creating multiple parallel income streams called side stacking. Staneart gives other reasons for employee discontent and why many of them decide to leave: 1. Burnout and stress. Two in three leaders cite stress and burnout as major challenges. Heavy workloads, constant pressure and blurred work-life boundaries are driving employees to leave. 2. Stagnant growth and recognition. When employees don’t see a clear career path or feel their efforts are undervalued, motivation declines and disengagement sets in. 3. Poor leadership and communication. Micromanagement, lack of empathy and inconsistent communication are key factors behind rising turnover rates. 4. Values and culture misalignment. Employees who feel disconnected from their company’s mission or sense a gap between stated values and actual behavior are far more likely to quit. 5. Lack of flexibility and autonomy. Rigid work models and limited decision-making power continue to push talent toward organizations that prioritize trust and adaptability. How To Handle ‘The Hybrid Creep’ In The Workplace Duris shares his tips for mending the rift between employers and employees. First, how employees can address the phenomenon and second, how employers can get staff back to the office the correct way. 1. Employees: Address the situation with your manager. Duris suggests that if you’re being asked to come into the office more often when you would like to stick to your original schedule, discuss with your manager how you’re feeling. He encourages you to explain what type of arrangement works for you best so that you may be able to reach a solution that works for you both. 2. Employees: Ask for clarity. There may be important reasons behind the shift into office-based working, according to Duris. He believes it’s worth asking your manager why the company would prefer you to be in the office more frequently to learn why this change is happening. 3. Employees: Bring up your concerns. “If you’re worried that coming into the office might affect your work, it could be worth mentioning this to your manager,” Duris says. “For example, the time it takes to commute and being in a potentially noisy or distracting office environment more often might affect your productivity levels.” 4. Employers: Find out what employees want. “Before making any big policy changes, it’s important to find out how this could impact your employees,” Duris explains. “Hybrid working might be vital for employees who live far away from the office or are balancing caregiving on top of their job. It’s worth sending out a survey asking employees how they’d feel about coming into the office more, and making changes based on these responses.” 5. Employers: Introduce new changes formally. Duris insists that employers should tell the team exactly what’s changing and give reasons why to make sure they are on the same page. “Give staff an opportunity to ask questions about the new policy, which they may be worried about,” he advises. “If you’re asking them to come into the office an extra day a week, they might want reassurance that this isn’t ‘hybrid creep’ in action.” 6. Employers: Set clear expectations. Duris recommends that when implementing a new change in the workplace that you communicate your expectations clearly. “Update the policy and employee handbook immediately, so employees are aware of the changes and can familiarize themselves with the new rules,” he recommends. “Let the team know from what date they will be expected to change their schedule.” Duris says that flexibility and a healthy work-life balance are heavily sought after perks, and many job seekers might now value them even more than salary. He says that with hybrid working commonplace, employees are used to coming into the office two-to-three times a week. Perhaps the best solution to “the hybrid creep” is for employees and employers working together to establish common ground. Editorial StandardsReprints & Permissions
