Wellbeing in Hybrid Work Environments: How to Make it Work

Employee wellbeing is a really important consideration in hybrid work setups. The flexibility you get with hybrid models can hugely enhance work-life balance and overall wellbeing, but companies need to be proactive in addressing potential challenges.

How are companies approaching this in the mid-2020s?

We’ve looked at the stats out there and found some surprising discoveries. It turns out that hybrid work is brilliant in most use cases, with some caveats you have to be aware of. We’ll look at the ups, downs, challenges and solutions of hybrid work wellbeing in the article below.

First of all, though—why are so many people working hybrid these days?

The benefits of hybrid work for wellbeing

1) Reduced commuting stress and improved work-life balance.

It seems like stating the obvious, so let’s stick it at the top. One of the best advantages of hybrid work is the reduction in commuting time and stress. This means employees can reclaim valuable time and energy, leading to a better work-life balance.

According to Cisco’s Global Hybrid Work Study, 73% of ASEAN employees reported saving over 4 hours per week due to remote working, with 32% saving over 8 hours. And 71% of individuals who work from home report that it helps them achieve a better balance between their work and personal lives.

Many managers also recognise the positive impact of hybrid work on work-life balance, with 53% reporting an improvement in this area among their remote teams.

2) More flexibility and autonomy

Hybrid work models often give employees greater flexibility and control over their schedules and work environment. This sort of autonomy can be empowering and really helps improve their job satisfaction.

In fact, one study found that employees value the flexibility of working from home as much as an 8% pay increase, and this value rises to 11% for those in the tech and finance industries.

When given the option, 82% of employees prefer to work flexibly in terms of both days and hours, with 80% expressing a preference for flexibility in location.

3) Cost savings

Employees often save money while hybrid working. They spend less on commuting, eating out, work clothes, and those £4.65 pumpkin spice lattes.

Employees can save up to $12,000 annually in commuting and other costs associated with working in an office. And working in an office is estimated to be $36 more expensive per day than working remotely.

A healthier bank balance makes for a healthier worker.

And what about the businesses?

Well, there are some indications that companies offering flexible work arrangements tend to be more profitable than those that don’t. This one definitely depends on the industry. We wouldn’t be surprised to see that it’s true in the majority of desk-based organisations, and hopefully this will come out in future reports.

The challenges of hybrid work for wellbeing

It’s not always plain sailing when it comes to working hybrid. While it does have huge benefits, there are some issues to contend with if you want to make it work. We’ll go through them here, along with some possible solutions in the following section.

1) Burnout and mental health

One fairly important concern for employee well being is the risk of burnout and mental health issues, particularly as the lines between work and personal life can blur in hybrid arrangements.

Statistics show that 63% of remote workers have experienced burnout or mental health challenges. Burnout is particularly high among senior leadership, with 78% of CXOs and 81% of VPs reporting experiencing burnout.

Burnout among remote workers worsened during the pandemic (38%), compared to those working in offices (29%). This might be because companies didn’t have the processes in place to manage things properly. They need better strategies and support systems to address burnout in hybrid work settings.

2) Social isolation and lack of connection

Hybrid work models can potentially lead to social isolation and a diminished sense of connection with colleagues. This can be particularly challenging for those who thrive in social work environments (but occasional days in the office should help with that).

36% of remote managers cite the lack of face-to-face interaction as one of the primary challenges in their work.

And while 46% of employees find it easier to build relationships with remote colleagues than with in-office colleagues, companies need to be intentional about fostering connections and a sense of community among their hybrid team.

3) Staying healthy: work-life balance

The flexibility of hybrid work can be a double-edged sword. While it means as a worker you get greater control over your schedules, it can also make it challenging to set boundaries between work and personal life.

Anyone who’s responded to a work email while watching a film at night knows what this feels like. Hybrid workers can find themselves working longer hours, dropping their healthy habits, or feeling pressured to be available outside of traditional work hours.

Strategies for supporting wellbeing in hybrid work

So, we've seen that hybrid work can be brilliant for wellbeing, but it's not without its challenges. Here are some things that companies can offer employees to make sure they're thriving:

1) Prioritise mental health

First things first, companies need to make mental health a top priority. That means offering resources like employee assistance programs or online counselling services. It also means creating a culture where it's okay to talk about mental health struggles.

Managers should be trained to spot signs of burnout and know how to support their team members.

2) Make connection and collaboration easier

One of the biggest risks of flexible working work is feeling isolated from your colleagues. Companies need to be proactive about bringing people together, both online and in-person.

Regular team activities, virtual coffee chats, and opportunities for casual conversation can all help. When people are in the office, make sure there are plenty of spaces for collaboration and socialising.

And if you need to figure out where & when people can sit next to each other, there’s a tool for that.

3) Promote work-life balance

Hybrid working practices can blur the lines between work and personal life, so companies need to help employees set boundaries. That might mean having clear policies around work hours (potentially using block schedules) and communication expectations.

Encourage people to take breaks, use their annual leave time, and properly disconnect from work when they're off the clock.

4) Leverage wellbeing tech

There are loads of great apps and tools out there to support employee wellbeing. From meditation and mindfulness apps to fitness trackers and sleep monitors, technology can help people prioritise their health. Companies can offer subscriptions or discounts as part of their benefits package.

These aren’t a substitute for decent pay or working conditions, of course—but they can help.

5) Use data to understand your workforce

Workplace analytics platforms can give you valuable insights into how your hybrid teams are working. Office occupancy metrics can help you optimise your space for collaboration. Productivity and wellbeing analytics can alert you to potential burnout risks.

Employee behaviour monitoring is something that works for some companies, but be sure to use this data ethically and transparently—the goal is to support your people, not to micromanage them. And spying on your workers results in a low-trust environment, which will harm innovation in the long run.

With these strategies in action, companies can create a hybrid work environment that truly works for everyone.

The future of work is wellbeing, building connections, and using data to make smart decisions. With the right approach, the hybrid model can be a win-win for employees and employers alike.