A Blind Eye to Remote Work?

Employees, in general, appear to like hybrid schedules that divide their working hours between office premises and home. While they may willingly accept a middle ground, the compromise puts managers in an awkward position. Wanting to preserve morale, retain employees and keep the peace, some managers bend the rules to accommodate workers' preferences. This kind of discretion is not new, but only recently has acquired its own descriptive term: hushed hybrid.

Remote worker on virtual call
A Wink and a nod

Senior management and workers seem to have reached a truce. According to Gallup, as of May 2024, just over half of employees whose roles permitted it were following hybrid routines. Furthermore, 84% claimed to follow their company's policy over all or most weeks. But what happens when the rules blur?

Unspoken, tacit understandings arise when organizations have not established clear policies, or even as a covert workaround when managers are prepared to go against the book. Managers may be driven by various motivations. For instance, some supervisors hope to avoid the friction and conflict that come with enforcing inflexible mandates. Thus, they may be seeking approval from their teams. Others who work closely with their teams on a regular basis may flat out disagree with the premise that in-office presence boosts productivity.

Some managers who support the benefits of working from home might allow occasional hybrid arrangements or grant team members a fixed hybrid schedule. For example, they may select certain days for reporting in. Various departments may follow their own patterns, according to their specific requirements. Bosses may informally adjust attendance expectations or allow ad hoc remote days for personal reasons.

An ounce of discretion is worth a pound of wit

The reality is that many employees who are technically hybrid are, in fact, basically working remotely. Supervisors, fully cognizant, privately acknowledge the benefits of a permissive approach. They factor in improved relationships with both their team and the firm's management, as well as a quiet quid pro quo for the extended leniency. Team members show up better rested and more receptive to direction, with some appreciation for work-from-home accommodations. They are less likely to resort to taking a leave of absence when juggling domestic pressures. Conflicts may diminish in the work environment, with less competition for resources.

On the other hand, managers should recognize that it is their obligation to ensure that hybrid privileges are fairly and equitably applied. It might make sense, as a first step, to perform an audit to gather information about exactly who is working and where. It will help establish transparency behind the rationale for any decisions.

Lastly, if policies are to be enacted or revised, make sure they are clearly documented, including any details outlining consequences for noncompliance. Teams will be more cooperative if they are given sensible explanations, such as scheduling in-office days for meetings and interdepartmental collaboration.

Mistrust and resentment over preferential treatment

There are risks to enforcing different standards across the board. Policies matter as a tool for maintaining consistency in work hours and attendance. Workers who adhere strictly to rules may feel less valued.

Before long, private arrangements can become common knowledge, leading to suspicions of favoritism — marked by silence and cronyism. Subcultures can become a breeding ground for dissension, confusion and mixed messages.

Remote flexibility may seem innocuous, but it can erode authority and trust in leadership. Employees may assume all policies are open to interpretation and that compliance is optional.

There could even be legal implications. Employers might unintentionally breach employment contracts or overlook duties to ensure health and safety on and off premises. Remember that an entrenched routine might create an implied contract, letting an employee preserve the arrangement's status quo. Data security and compliance can also be compromised.

Making exceptions is a slippery slope. Don't let it trip up your team cohesion.