Hybrid Work Statistics: What the Numbers Say About Today's Workforce

Hybrid work statistics have become a focal point in understanding workplace evolution, a concept that was relatively unheard of just four years ago. Prior to the pandemic, the hybrid work model wasn’t a significant trend, making it challenging to gauge its current popularity accurately.

However, research, including studies by the Pew Research Center, indicates that hybrid and remote work structures have seen an exponential increase, growing three to tenfold since 2019.

In the post-pandemic era, small businesses are closely analyzing the impact of new employee flexibility expectations. Hybrid work statistics show that offering hybrid working options can be a powerful tool for recruitment and retention in the competitive talent market.

When considering whether to maintain your current work model or implement a new one, having access to robust data and well-researched insights is crucial. This post aims to guide you through what the human resources community understands about hybrid work and what aspects are still being explored.

Although the decision to offer hybrid or remote work ultimately rests with each business, insights from hybrid work statistics and expertise from HR professionals, such as those at Axcet HR Solutions, can aid in making a well-informed decision.

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Hybrid Work Statistics

When it comes to making an ultimate decision regarding whether to allow hybrid work at your small business, numbers can be very illuminating. The 2022 edition of consultancy, McKinsey & Co.’s American Opportunity Survey, provides valuable insights and hybrid work statistics gathered from an analysis of 25,000 employee experiences across the United States.

Here are some of the most helpful hybrid work statistics for managers that were uncovered by this survey: 

• Over half of Americans utilize hybrid work 

  The study revealed that 58% of survey respondents have the option to work from home at least one day each week. 

• Over a third of Americans work fully remotely 

  The study revealed that 35% of survey respondents have the opportunity to work from home all five days a week. 

• Hybrid and remote workers include blue-collar jobs 

  McKinsey noted that “what makes these numbers particularly notable is that respondents work in all kinds of jobs, in every part of the country and sector of the economy, including traditionally labeled ‘blue collar’ jobs.” 

• Hybrid work options are appreciated by employees 

  The study revealed that when workers are given the option to work in a hybrid model, 87% of them take the opportunity to work flexibly. 

• Some employees test hybrid work boundaries

  Twelve percent of respondents indicated that even though their employers only offered occasional or part-time remote work (i.e., hybrid work), they still worked remotely an average of five days a week. This figure could be the result of a lack of policy enforcement by managers, a lack of adherence to rules by employees or both. 

•  Age and income factors on hybrid and remote work 

  The study revealed differing tastes across certain demographics, including age and income. Younger employees were more likely to want and take advantage of remote and hybrid work opportunities, as were those with higher incomes. Particularly among older employees or those with lower incomes, attitudes about the benefits of in-person work environments remain strong, and workers in these groups may find their homes unfitting for productive work. 

Industries Most Likely to Offer Hybrid Work

As the hybrid work model statistics above show, offering hybrid work can be a fantastic way to draw in talent. Employees are willing to make big changes—even leave their current jobs—for the option to work from home at least part of the time. 

A Bankrate survey, whose details were published in The Hill, reveals that almost three-quarters (73%) of employees “who support a hybrid work schedule similarly said they would make sacrifices to make it happen. Another 37% said they would change jobs or industries for hybrid work.” 

As you’re deciding whether to implement a hybrid work schedule, it’s helpful to gather hybrid work statistics from businesses around you and benchmark your offerings against the competition. A great first step is to compare your work models to those of other businesses, not just in your area, but also in your industry. An experienced professional employer organization (PEO) can help you conduct benchmarking analysis specific to your area. 

In the meantime, here are the facts at an industry level as reported by McKinsey & Co.: 

Half or more of the workers in these industries are remote or hybrid: 

• Computer/mathematical (89%) 
• Business/financial (86%)
• Architecture/engineering (82%) 
• Art/design/entertainment/media (80%) 
• Legal (76%) 
• Community/ social service (74%) 
• Social science (73%) 
• Management (72%) 
• Office support/admin work (60%) 
• Education/library (50%) 

Less than half of the workers in these industries are remote or hybrid: 

• Healthcare (45%) 
• Sales (45%) 
• Cleaning/maintenance (44%) 
• Transportation (29%) 
• Food services (29%) 
• Production (29%) 

How to Successfully Implement a Hybrid Work Model

Research and consulting firm Gartner found that “the most successful hybrid models encompass three main categories of explicit norms.” The ones that get it right: 

• Increase visibility

  Don’t leave employees guessing about when it is and isn’t okay to work from home. Be transparent with employees about your business’ goals, what workers need to do to help achieve them, and how they’re performing at regular intervals. Putting clear expectations and boundaries in place sets everyone up for success. 

• Enable flexibility

  Gartner analysis uncovered that the “best hybrid models offer three or more remote days per week” on average. Another tip for successful implementation is to allow employees to tap into a “flow state” when working from home, so they can access innovation, creativity, and uninterrupted periods of focus. This can be achieved by limiting required meetings on work-from-home days. 

• Foster connections

  One of the most important upsides of hybrid working is the ability to still connect in person when it makes sense to. If you decide to implement a hybrid work model, do so in a way that fosters connections by making in-person days meaningful. Make efforts to coordinate with your team regarding which days work best to gather in the office as a group. 

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How to Implement a Hybrid Work Model: HR Experts 

No matter where you are in the process of exploring hybrid working flexibility, the HR experts at Axcet HR Solutions are here to help. Whether you’re looking to craft a hybrid work policy that’s perfect for recruiting and retaining the best talent, if you’d like to benchmark what your business can offer in comparison to others, or if you’re considering leadership training before moving toward a hybrid work model, you can lean on us. 

Find out more about how Axcet HR Solutions can help you with a full suite of HR tasks, including decoding the hybrid work model. Reach out to our experienced HR consultants today.