In today's fast-paced working world, in which hybrid work is becoming increasingly important, the question is: Are mandatory office quotas the key to a more effective working environment or a relic of days gone by? In an insightful webinar with Johanna Bad, professor at ESB Business School and expert on social trends and the future of work, and Selina Schröter, an experienced employer branding specialist, these questions were discussed in detail.
Key facts
- Instead of a flexible working model, many companies rely on a hybrid work policy, i.e. a general set of rules that provide for rigid office quotas for the office.
- Studies have shown that although there is an increase in attendance, the desired effect is lower than most companies had hoped for.
- Because returning to the office was equated with increased productivity. However, this is not visible.
- Young workers in particular reject rigid office quotas & rely on a flexible hybrid work policy. Companies without office quotas are therefore more attractive employers.
Hybrid Work Policy: Another change in work culture
Hybrid work has already become a new standard in many companies. Despite good will to give employees more flexibility, many employers are enforcing rigid office quotas. These are usually enshrined in a “hybrid work policy,” i.e. a generally valid set of rules for dealing with the new flexibility.
However, a hybrid work policy is generally not bad. Because it can give your company a guide to hybrid corporate culture and answer important questions for your workforce. Here you can learn how to deal with Workations and the use mobile work at home and abroad hold on.
The setting of mandatory office quotas for hybrid working model. The latest study by Dr. Johanna Bath from ESB Business School has shown that a hybrid working policy has not had the desired effect.
Mandatory office quotas: Good or bad?
In two studies involving 300 and 800 participants, initial statements were made about the effectiveness of mandatory office quotas in hybrid work policies. This is because the hope that such attendance requirements are intended to achieve at work usually relates to the presence and productivity of employees.
Rather, there are factors behind this concept:
1. Attendance
Both studies were able to prove that the desired factor of increased office attendance was met. Because it is often the hypothesis that a hybrid working policy with a mandatory office quota results in a significant increase in attendance — but in reality the difference is only minimal. For example, employees with an office quota only spend 3.1 versus 2.3 days in the office.
The difference is therefore marginal. Important to mention here: The majority of respondents have already lived through this obligation to attend at work for more than 6 months. So you would actually expect the quota to have its full effect. However, this is not the case.
2. Productivity
The office is often associated with productivity. But is that really the case? The problem with this claim is how to measure productivity. Is the sheer number of tasks in day-to-day business taken as a basis or the achievement of certain key figures. Since this is generally difficult to assess, employees take account of their own sense of effectiveness. Here, employees themselves indicate when and where they think they are doing the most.
It is interesting to note that an increased presence in the office is not necessarily associated with increased productivity in terms of effectiveness. Rather, productivity depends on factors such as task type, individual work styles, and team dynamics. Nevertheless, a majority of respondents without a mandatory office quota say that they can work better and more effectively in their given set-up.
3. Interpersonal relationships
Here, the study distinguishes between different factors:
Although more interpersonal interactions were observed in office environments with quotas, the quality of these interactions was not necessarily better than in more flexible work environments. Because despite office quotas, employees may not find any colleagues.
That means: Yes, employees come to the office, but that doesn't mean that their own team is also there. But it increases social and informal contact between employees.
The studies suggest that building deeper, meaningful relationships between colleagues requires more than mere physical presence. Common goals, projects and building a culture of trust and cooperation are more important.
4. Information flow and knowledge management
Another assumption made by many companies is that the team communication is significantly limited by hybrid work. However, both studies were able to establish that virtual communication channels are often the better option for receiving and disseminating information within the company:
The effectiveness of digital communication: Companies without fixed office quotas often showed a more efficient flow of information, which is due to well-established digital communication channels and strong knowledge management.
Knowledge management strategies: The studies emphasized the importance of organized systems for sharing and managing knowledge, regardless of where employees work.
5. Employer attractiveness & recruiting
Here, the study differentiates between the internal and external effects of a hybrid work policy:
- Flexibility as a key factor: Younger workers in particular prefer flexible working models. Companies that offer such options have an advantage in attracting new talent.
- Effects on employer branding: Implementing office quotas can have a negative impact on a company's image as a progressive and employee-friendly employer. This is because, regardless of the introduction of a mandatory office quota, 75% of respondents stated that this would have an influence on an employer's decision in the future. This means that compulsory attendance at work influences attractiveness as an employer — both positively and negatively.
Outlook: Is a hybrid working policy needed?
The studies have shown that the concept of a hybrid work policy does not have the desired effects. Although office presence is increasing minimally, the side effects of these mandatory office quotas are rather negative for the company and employees.
Because from our own experience, we can say that your company does not need a hybrid work policy. Because software solutions such as our hybrid team management software also help bring your employees back to the office in a natural way. Within just a few months, our customers increased their attendance by an average of 32% — just by implementing Seatti.
Because with our Meetup feature and with the ability Team bookings Cooperation and social exchange across departments will be strengthened. And with our integrated data analysis, you can evaluate anonymized bookings in a clear dashboard and find out how your office is actually being used.
