Gallup’s recent workplace report, The Post-Pandemic Workplace: The Experiment Continues, confirms what many HR leaders already know: there is no one-size-fits-all solution for where and how people work. The pandemic may have triggered a mass shift to remote work, but the transition back has been far from linear. Instead, employers are navigating a long-term experiment—one that’s still unfolding.
Flexibility an Expectation, Not an Option
One of the most consistent findings is that employees prefer hybrid work. Flexibility has become an expectation, not a perk. But hybrid doesn’t mean “set it and forget it.” Gallup’s research shows that without intentional design, hybrid models can lead to a breakdown in collaboration, culture, and manager-employee alignment. The flexibility that attracts talent can just as easily cause confusion and disengagement if left unsupported.
Splitters vs. Benders
Gallup also highlights an important but often overlooked distinction: the difference between “splitters” and “blenders.” Splitters like a firm line between work and personal life. Blenders are comfortable with overlap. Recognizing and adapting to these different workstyles—rather than forcing uniformity—can significantly improve engagement, reduce burnout, and promote retention. Organizations that succeed will be those that create space for both.
Managers Need Support
The report makes clear that managers are the linchpin in this ongoing workplace experiment. They’re expected to deliver results, maintain team cohesion, and support individual flexibility—often without clear direction or tools. Many are burned out, caught between executive expectations and employee needs. In short, the middle is under pressure.
Supporting managers isn’t optional—it’s essential. Gallup recommends giving managers clear goals, regular feedback loops, and practical autonomy in how they lead their teams. Encouraging frequent, personalized check-ins can close communication gaps, align expectations, and reinforce a culture of trust.
Another key insight: the most successful hybrid teams aren’t just flexible—they’re well-led. When hybrid models are implemented with intention and backed by capable management, employees report higher engagement, better performance, and stronger team dynamics.
The post-pandemic workplace isn’t broken—it’s evolving. Organizations that embrace that reality and invest accordingly will be the ones that not only survive in the war on talent, but thrive.