In a study featured in the renowned journal Nature, Stanford economist Nick Bloom champions the three-day in-office hybrid work schedule as a triple win for employees, employers, and productivity. Known for his extensive research on remote work productivity predating the pandemic, Bloom has consistently advocated for flexible work arrangements. The study, conducted with co-authors Ruobing Han and James Liang, is the largest of its kind among university-trained professionals, employing a randomized control trial structure—a gold standard in experimental design.
Spanning six months and involving 1,612 employees at Trip.com, a multinational Chinese technology firm, the research focused on job retention, satisfaction, productivity, and career development. The study utilized a two-day-at-home work week, reflective of the prevalent 70% global hybrid work structure among knowledge workers. Bloom estimates approximately 100 million employees worldwide currently follow some form of a hybrid schedule.
Key findings indicate that the three-day in-office hybrid model significantly enhances job retention and satisfaction across various functions such as marketing, finance, and engineering. Non-managerial attrition among hybrid employees decreased by one-third compared to the control group, notably benefiting women and long-distance commuters by reducing stress and improving work-life balance. Despite concerns about workplace judgment, women reported higher satisfaction with hybrid work arrangements.
Hybrid employees also reported higher scores in work-life balance, life satisfaction, and workplace recommendation likelihood, alongside lower scores in reasons to consider leaving their jobs. The study underscores the effectiveness of hybrid work in fostering employee satisfaction and retention.
Originally lacking a hybrid policy, Trip.com implemented the experiment in 2021, involving a diverse cohort of managers and non-managers primarily with undergraduate and post-graduate degrees in fields like engineering, marketing, accounting, and finance. Most participants were in their 30s, half had children, and the majority were male.
In the context of post-pandemic transitions, some companies like Boeing, UPS, Nike, and JPMorgan Chase have mandated full return-to-office policies, citing concerns about productivity, development, and innovation. However, Bloom’s study challenges these notions, asserting that hybrid schedules do not compromise performance, even in critical metrics like innovation and productivity.
The research reveals no significant performance gaps between hybrid and in-office employees across various measures, including performance reviews and critical job functions like software development. Even Meta CEO Mark Zuckerberg, initially a proponent of remote work, has shifted to a three-day office schedule.
Overall, Bloom’s findings advocate hybrid work as a viable strategy for maximizing productivity and satisfaction, suggesting that firms not embracing hybrid models may face economic disadvantages in the current landscape of flexible work arrangements.