Employees are finding creative ways to maintain their work-from-home setups despite company mandates to return to the office.
The latest trend, known as the “hushed hybrid” work schedule, allows employees to continue remote work with the tacit approval of their managers, even if it defies official company policies.
The term “hushed hybrid” describes a situation where employees work from home more frequently than company policies might typically allow.
This arrangement is quietly supported by managers who may either selectively enforce return-to-office (RTO) rules, mandate office presence only when absolutely necessary, or even misreport attendance. Shelley Majors, a strategic HR advisor at Boardwalk HR, notes that these practices are aimed at maintaining employee satisfaction and retention, despite potentially conflicting with company-wide directives.
What is ‘hushed hybrid’?
The rationale behind the “hushed hybrid” approach is backed by research suggesting that flexible work arrangements can boost employee happiness and reduce turnover without compromising productivity. Hatim Rahman, an assistant professor at Northwestern University’s Kellogg School of Management, points out that while organisations may have overarching policies, some managers may not enforce them strictly as long as their teams deliver results.
However, this clandestine flexibility carries risks, especially for managers who enable it. They could find themselves in a precarious position, balancing the company’s RTO mandates with their employees’ preferences for remote work. As workplace power dynamics shift, especially following mass layoffs and the reassertion of employer control, some managers may feel pressured to covertly accommodate their teams’ needs, hoping to avoid drawing attention from higher-ups.
The “hushed hybrid” approach is not without its downsides. It can lead to perceptions of favouritism, potentially demoralising employees who do not receive similar flexibility. Majors warns that uneven enforcement of RTO policies could create resentment among staff, with some feeling unfairly treated compared to their peers who enjoy more lenient arrangements.
What does the future look like?
As companies navigate this new world of work, Majors suggests that employers should tailor RTO policies to the diverse needs and functions of their workforce. This could mitigate the need for “hushed hybrid” strategies and promote a more transparent and equitable work environment.
In related news, some employees continue practices like “coffee-badging” — briefly appearing at the office before leaving to work from home. Such behaviours highlight the ongoing tension between corporate policies and employees’ preferences for flexibility in their work arrangements.
Ultimately, while “hushed hybrid” schedules may offer short-term benefits for both employees and managers, they pose significant risks if discovered by upper management, potentially leading to serious repercussions.
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
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