Recent research from AT&T and Dubber indicates that hybrid work is quickly becoming the dominant way of working. In the survey, 81% of respondents said hybrid work will be the primary working model within the next two years. Several factors are driving this shift: - Productivity: 79% of firms believe employees have been productive while working from home. - Talent attraction: 100% of respondents agreed that hybrid work models help attract younger talent. - Lasting change: Business leaders see a “non-reversible shift” in how work gets done following the constraints of COVID-19. In short, employees value flexibility, and businesses are recognizing that hybrid work can support both performance and recruitment, making it a practical model for the near future.

The data shows a clear disconnect between what employees want and how ready organizations are to support hybrid work. On the employee side: - The vast majority of employees want a hybrid model, where they can work from home regularly and come into the office when needed. - 84% of survey respondents believe their employees prefer hybrid work over fully on-premises work. On the employer side: - 64% of organizations still prefer on-premises work as their default. - 72% of businesses do not have a detailed hybrid work strategy. - 76% lack the right Key Performance Indicators (KPIs) to effectively manage and measure hybrid work. This gap suggests that while employees are ready for hybrid work and see it as the norm, many businesses are still catching up in terms of policies, measurement, and infrastructure. Companies that do not address this misalignment risk lower engagement, higher turnover, and challenges in attracting new talent.

Preparing for hybrid work requires both technology investments and a cultural reset. Key technology steps include: - Web conferencing tools: To keep teams connected and enable effective remote meetings. - Remote access platforms: To ensure employees can securely access systems and data from anywhere. - Password managers and security tools: To maintain strong security practices when people work outside the office. Cultural and operational steps include: - Defining a clear hybrid work strategy: Move beyond ad-hoc arrangements and document how, when, and where people are expected to work. - Updating KPIs: Redesign performance metrics so they focus on outcomes rather than physical presence. - Upgrading the employee technology stack: Ensure everyone has the hardware, software, and connectivity needed to work effectively from multiple locations. - Supporting connection and inclusion: Put processes in place so remote and in-office employees feel equally informed and involved. As one expert put it, firms need to upgrade their technology stack and undergo a cultural reset to prepare for this new normal. Businesses moved quickly to distance employees during the pandemic; now they need to move with similar urgency to deploy the tools and practices that help teams stay connected while working apart.