By Nic Neal, People & Culture Expert at allpoints

The debate over remote and hybrid work continues to divide companies. WPP's recent four-day office mandate has sparked backlash, with over 10,000 employees signing a petition against it (City AM). As companies like Barclays and Amazon push for in-office returns, we must ask ourselves: Are rigid office mandates truly serving our organisations, or are we overlooking the complexities of modern work?

The Evolution of Workplace Dynamic

The conversation around hybrid work has matured beyond simple productivity metrics. We're now grappling with fundamental questions about how teams collaborate, how different individuals work best, and how we can create environments that support diverse needs.

Research supports flexibility. Fact.

  • 31% of employees rank flexible work schedules as a top priority (EY Work Reimagined Survey)
  • 80% of workers say flexible work options improve job satisfaction (McKinsey & Co)
  • Companies with high flexibility report 25% lower turnover rates than those enforcing strict office mandates (Gallup)

But it’s not that simple.

The Hidden Complexities of Hybrid Work

While we firmly believe that the future is hybrid, we get that it’s a BIG challenge. Leaders are asking... How do we know people are really working? How can we get teams to collaborate effectively? How can we ensure line managers know how projects are progressing?

My question is, does forcing people back to the office really fix these problems? Probably not. In fact, it probably creates a whole new set of problems.

Rigid in-office mandates are alienating dedicated employees. Whether it’s younger generations valuing better work-life balance, working parents with childcare responsibilities or hard-working employees with elderly relatives to look after. For many, flexibility isn’t a preference, it’s a necessity, and the only way they can make work, well, work.

Let's be honest about what's driving these measures. I don’t buy that leaders are blind to the benefits of flexibility or just stubborn (well, not most of them anyway). Some are watching their carefully built company cultures dissolve, seeing fewer breakthrough moments between teams, and missing the energy of a buzzing office. While these are valid concerns, the solution isn't to turn back the clock—it's to reimagine how we create these vital connections in a hybrid world.

A Better Investment: Building Hybrid Work Capability

Instead of spending energy enforcing blanket mandates, forward-thinking organisations are investing in understanding and optimising hybrid work. This means:

1 - Upskilling Middle Managers

 The uncomfortable truth? Too many line managers lack the skills to lead in-person teams effectively, let alone hybrid ones. But rather than reverting to old ways, progressive organisations are investing in developing these crucial capabilities:

  • Moving beyond ‘quick catch-ups’ to structured one-to-ones that blend career development with project progress
  • Creating equitable experiences for blended remote and in-office team members
  • Making office days count with collaborative sessions, not just people sat at desks wearing headphones

2 - Creating Inclusive Environments

When we take time to understand how different people work best, magical things happen. Take neurodiversity – instead of forcing everyone into a one-size-fits-all office environment, leading organisations are:

  • Engaging in open and honest dialogue about diverse work preferences and needs
  • Adapting the office to accommodate different sensory needs, like quiet zones for focused work
  • Moving from 'what works for me' to 'what works for us' – getting teams to co-create their hybrid patterns through open dialogue and experimentation

3 - Celebrating Success

Want to see more of something? Celebrate it. Organisations succeeding at hybrid work are:

  • Highlighting teams that collaborate effectively across locations
  • Sharing stories of managers who excel at hybrid leadership
  • Recognising inventive approaches to hybrid meetings and workshops
  • Showcasing productivity wins achieved through flexible working

The Path Forward

The reality is, that forcing everyone back to the office is the easy option. The harder, but ultimately more rewarding path is investing time and energy in understanding how hybrid really works for you and your people.

The question isn't whether to return to the office – it's how to create a workplace that works for everyone.

About Nic Neal

Nic Neal is a People Experience Consultant who helps growing creative agencies build strong, people-focused workplaces. Drawing on her experience leading agencies and working with senior C-Suite teams, she knows first-hand what it takes to create cultures where both businesses and people thrive. As founder of Nic Neal Consultancy, she partners with organisations to develop practical HR approaches that drive business success - from performance reviews and internal communications to talent development and organisational culture. Her straightforward approach helps leadership teams turn their values into measurable actions that boost engagement, retention, and growth.