As businesses continue to navigate remote and hybrid work models, a new workplace trend is emerging—the “hushed hybrid.” While some companies enforce return-to-office policies, others quietly allow employees to remain remote, often without official approval. In this edition of The Small Business Show, host Shyanne Malone sits down with Karen Leal, a performance specialist with Insperity, to discuss why some managers are bypassing corporate mandates and the impact it has on businesses.
The term “hushed hybrid” describes situations where companies implement return-to-office policies, but managers do not enforce them. Leal explains that some managers allow remote work in secret due to personal disagreement with the policy, a reluctance to engage in difficult conversations, or a desire to maintain popularity among employees.
This quiet defiance poses risks for both companies and managers. While employees may appreciate the flexibility, inconsistent policy enforcement can lead to operational inefficiencies and create fairness concerns among teams. Leal emphasizes that policies should be clear, intentional, and aligned with business needs. If a return-to-office mandate is in place, she advises managers to first seek clarity from leadership before making exceptions.
Furthermore, productivity in remote settings varies, but studies indicate that employees working from home often outperform their in-office counterparts. Leal attributes this to employees feeling more valued and engaged, sometimes working longer hours beyond traditional office schedules.
However, some companies push for in-person work to reestablish boundaries and structure in employee workflows.
Ultimately, Leal urges business leaders to craft policies that serve both company objectives and employee well-being. She cautions that poorly enforced rules can undermine broader organizational credibility. “Once you start eliminating compliance on one policy, it puts all of them in a fragile state,” she warns.
“Once you start eliminating, you know, compliance on one, it puts all of the policies kind of in that fragile state of, ‘Oh, I don’t really need to do it. I can just dismiss it.’” – Karen Leal
