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There’s no shortage of heated opinions when it comes to where we work. Some leaders are pushing for a full return to the office. Others are doubling down on remote work. Meanwhile, employees are caught in the middle, all confused. But what if we’ve been asking the wrong question this entire time?
Instead of debating WHERE people work, Stanford Economist Dr. Nicholas Bloom says we should be focused on how to make hybrid work successful and sustainable.
As the world’s most cited expert on the topic, Dr. Bloom has become a go-to resource for executives, HR leaders, and policy makers. But as he shares in this episode of Future Ready Leadership, much of his research is being taken out of context to push extreme agendas, especially the idea that full-time remote work is just as effective for every role.
In this episode, Dr. Bloom unpacks what the data actually shows, why hybrid work has become the dominant model for Fortune 500 companies, and how leaders can design a strategy that’s both flexible and effective.
Listen to the episode here on Apple Podcast & leave a review!
The State of Hybrid Work Today
Even though the pandemic is behind us, the conversation around where we work is still here. Every week, there’s another headline: Amazon tightens its return-to-office policy. Jamie Dimon says young workers should be in person. A CEO issues a memo about productivity dropping at home.
Despite the ongoing debate online, Dr. Bloom says the numbers tell a clear story: hybrid work has stabilized.
Roughly 80% of Fortune 500 companies have adopted a three-two model. That means employees in the office Tuesday through Thursday, with remote flexibility on Monday and Friday. At first, this arrangement was just a trend, now companies are using it as a strategic advantage to boost their retention, enhance collaboration, and stay competitive in the talent market.
I hate to break it to you but hybrid work only works if it’s done right. According to Dr. Bloom, too many companies have implemented hybrid policies without structure. They’ve left the details up to teams or individuals, leading to fragmented schedules, low in-office attendance, and ultimately, frustration on all sides. As a result, some CEOs are throwing up their hands and demanding a return to five days in the office. That’s a mistake, Dr. Bloom argues, and a preventable one.
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HR just changed for good with the introduction of Human Intelligence™.
By combining AI and the uniquely authentic data of Workhuman’s #1 rated employee recognition platform, Human Intelligence reveals previously unobtainable insights into skills, performance, culture and more. Human Intelligence also helps coach employees on what good peer-to-peer recognition looks like, turning every “good job” into better engagement, retention, and wellbeing. And it helps surface feel-good stories that illustrate the best of your company culture.
Want to learn more? Human Intelligence at Workhuman.com, and join their force for good.
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What the Research Really Says
Dr. Bloom’s research reveals that the benefits of hybrid work plateau after about three in-person days. In other words, pushing for four or five days doesn’t improve productivity, but it does increase attrition and employee dissatisfaction. Meanwhile, allowing full-time remote work in roles that require collaboration, mentoring, or culture-building creates blind spots that hurt both individuals and teams.
And while some leaders use AI as a justification for more remote work, Dr. Bloom says the opposite is likely to happen. “AI is a threat to fully remote, particularly non-creative, task-based jobs,” he explains. Roles that involve empathy, innovation, or leadership will remain very human, and they benefit from regular in-person interaction.
So what does it take to make hybrid work actually work?
Listen to the episode here on Apple Podcast & leave a review!
Building a Sustainable Hybrid Strategy
Dr. Bloom offers a practical framework for any company navigating the hybrid landscape:
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Coordination is key. It’s not enough for people to come into the office. It matters when they come in. Teams need to align on specific days to make the most of their time together.
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Consistency and enforcement matter. Leaders who set expectations but don’t follow through risk a collapse in office culture. If hybrid work becomes optional or ignored, it fails. The solution isn’t rigid control, but clear accountability.
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Shift the focus from presence to performance. Hybrid work gives people more autonomy, which can lead to better results if output is what gets measured. Dr. Bloom encourages leaders to track outcomes, not time at a desk. That’s what builds trust and drives results.
Why This Matters
The workplace is evolving AGAIN. But this time, we have data, experience, and tools to guide our decisions. Hybrid work isn’t a compromise or a temporary fix. When done well, it’s a competitive advantage.
If you’re a leader trying to decide where you and your team should work, or an employee wondering what the future holds, this conversation will answer all your questions. Dr. Bloom’s insights are research-backed, practical, and refreshingly grounded in reality, not media hype.
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HR just changed for good with the introduction of Human Intelligence™.
By combining AI and the uniquely authentic data of Workhuman’s #1 rated employee recognition platform, Human Intelligence reveals previously unobtainable insights into skills, performance, culture and more. Human Intelligence also helps coach employees on what good peer-to-peer recognition looks like, turning every “good job” into better engagement, retention, and wellbeing. And it helps surface feel-good stories that illustrate the best of your company culture.
Want to learn more? Human Intelligence at Workhuman.com, and join their force for good.
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Listen to the full episode of Future Ready Leadership with Dr. Nicholas Bloom to learn how to build a hybrid strategy that actually works for your people and your business.