Interesting data from WSJ on what they’re calling “hybrid creep” – the subtle shift happening in office attendance without new mandates.
A few findings that caught my attention:
Office attendance is steadily climbing even though RTO mandates have plateaued.
Kastle Systems reports six straight months of year-over-year gains, with weekly averages now exceeding 50%.
The Monday/Friday WFH pattern is eroding. JLL’s analysis shows Monday attendance in 2024 matches what Wednesday looked like in 2023. Friday attendance now mirrors 2022 Wednesday levels.
What’s driving this?
Better tracking technology (companies moved beyond easily-gamed badge swipes), a softer job market creating less leverage for employees, and in some cases, unspoken signals about promotion criteria tied to office presence.
The article quotes HR consultant Jaye Johnson: “Let’s say Sally is promoted. Now Sally is the new standard. Be like Sally.”
Not everyone needs to be Sally. But if you’re observing that the people advancing in your organization are the ones with the most face time, that’s signal worth paying attention to.
For hiring managers and leaders: be explicit about expectations. People deserve to know how decisions get made.
Credit: Callum Borchers, WSJ
What are you seeing in your organizations?
A few findings that caught my attention:
Office attendance is steadily climbing even though RTO mandates have plateaued.
Kastle Systems reports six straight months of year-over-year gains, with weekly averages now exceeding 50%.
The Monday/Friday WFH pattern is eroding. JLL’s analysis shows Monday attendance in 2024 matches what Wednesday looked like in 2023. Friday attendance now mirrors 2022 Wednesday levels.
What’s driving this?
Better tracking technology (companies moved beyond easily-gamed badge swipes), a softer job market creating less leverage for employees, and in some cases, unspoken signals about promotion criteria tied to office presence.
The article quotes HR consultant Jaye Johnson: “Let’s say Sally is promoted. Now Sally is the new standard. Be like Sally.”
Not everyone needs to be Sally. But if you’re observing that the people advancing in your organization are the ones with the most face time, that’s signal worth paying attention to.
For hiring managers and leaders: be explicit about expectations. People deserve to know how decisions get made.
Credit: Callum Borchers, WSJ
What are you seeing in your organizations?