Why a one-size-fits-all approach to hybrid work won’t work

As we move through 2025, businesses must think beyond the simplistic view of being either fully in the office or remote, and embrace a more nuanced, strategic approach, writes Tica Masuku.

The back-to-office debate is often framed as a battle between two extremes: fully remote work versus a full-time return to the office. However, this view oversimplifies the complexities of the modern workforce. What most employees want is a balanced work rhythm – a model that blends flexibility with the essential benefits of in-person collaboration.

But how can businesses effectively achieve this balance? Instead of introducing blanket policies, they must first understand the unique needs of the workforce and the business. The best-performing organisations understand that a one-size-fits-all approach is flawed. Instead, they create environments that cater to how employees perform at their best while aligning with organisational goals.

This requires alignment amongst key stakeholders, from chief financial officers considering real estate costs, to HR leaders focused on talent retention and managers navigating productivity challenges. This is no small feat.

One of the biggest challenges organisations face is ensuring their office is a compelling place to work. According to Spaceful’s Executive Insights Report 2025, 40 per cent of executives struggled with voluntary office attendance from their employees in 2024, a number expected to rise to 50 per cent by 2026.

In contrast, Spaceful’s Workforce Insights Report 2025 found that 93 per cent of Australian office workers want to go into the office at least part-time, just not five days a week. By creating alignment across business functions, HR can ensure that any work model, whether hybrid or office-based, sets the organisation up for long-term success.

Why mandating 5 days or an unstructured hybrid model won’t work

Some businesses have responded to the post-pandemic shift by mandating a full-time return to the office. However, whilst five days in the office may work for some businesses, strict attendance policies often fail to consider how employees perform at their best, which may lead to resistance and disengagement. On the other hand, a hybrid model without intentional structure can create operational inefficiencies, a loss of cohesion and reduced workplace culture.

By creating slightly more structure in flexible working policies, businesses can better manage peak office days, such as Tuesday, Wednesday, and Thursday, which tend to have higher occupancy compared to Monday and Friday. By implementing “structured flexibility”, like requiring at least one in-office day to be a Monday or Friday, or designating specific team anchor days, companies can improve office space utilisation and encourage team cohesion.

Trust plays a crucial role in this equation. In the absence of strong leadership and connection between teams, businesses often turn to employee monitoring technology. While these tools may provide short-term data, they risk undermining workplace culture and true employee engagement. Instead of relying on tracking tools to enforce productivity, companies should invest in leadership development to build trust and inspire engagement, enabling businesses to thrive.

Creating hybrid office spaces that enhance productivity, engagement, and wellbeing

A well-designed workspace should provide tangible benefits to employees beyond what they can achieve at home. While it’s true that many people come into the office to avoid feelings of loneliness, an equally significant number choose not to come in to escape the distractions of noise and social interaction.

The key is to create an environment that supports all relevant work styles through intentional design. This means understanding employees’ needs and work activities first, then shaping the place accordingly. The result isn’t a one-size-fits-all office but a spectrum of environments: from quiet areas to buzz zones, from individual focus to team hubs, and from creativity-inspiring settings to structured process-facilitating workspaces. By balancing these elements, businesses can create a workplace that truly enhances productivity, engagement, and well-being.

The real benefits of in-office collaboration

Despite the convenience of remote work, the physical office plays an irreplaceable role in culture, innovation, and professional development. Face-to-face interactions contribute to stronger relationships, more effective communication, and the development of critical emotional intelligence – something which is especially relevant for the younger digital-native generations.

Overhearing conversations and watching how colleagues face challenges all contribute to professional growth. Watching a problem get solved in real time, rather than simply seeing the solution online, is an invaluable lesson and one that’s essential for development.

What’s more, spontaneous learning opportunities and receiving immediate feedback from colleagues are more common in person than over email or video calls. Simply being around colleagues in the office allows employees to learn and develop skills that can help them to do their job more effectively and accelerate their careers.

The vibe factor: Making the office a desirable destination

The office should be a place that employees want to come back to, not just somewhere they have to be. But what makes a workplace truly engaging? To create an environment that attracts employees, businesses should ask:

• How does our office create a sense of belonging and purpose?

• How does the space support work-life balance?

• How does the design align with the way our employees work?

By asking these questions, businesses can rethink their workplace strategy and create offices that inspire connection, collaboration, and productivity.

A call for thoughtful hybrid strategies

As we move through 2025, businesses must think beyond the simplistic view of either fully in the office or fully remote work and embrace a more nuanced, strategic approach. The most successful workplaces will be those that acknowledge the diverse needs of their workforce, support a wide variety of workstyles, and make the office an inviting, productive destination.

By designing hybrid models tailored to specific business objectives and workforce dynamics, organisations can unlock the full potential of both remote and in-office work, creating a future of work that is truly engaging and effective.

Tica Masuku is the global director of workplace strategy at Spaceful.