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Hybrid Work

What We Measure
We track the percentages of exclusively remote, hybrid and on-site employees and explore their experiences in those work arrangements.
U.S. Work Locations (Remote-Capable Jobs)
Exclusively Remote
Why it matters

Why Does Your Hybrid Work Strategy Matter?

Crafting a long-term hybrid work strategy requires a clear understanding of how organizations are structuring remote work flexibility and what is working best for employees. Gallup's latest insights show that the ability to work in a hybrid arrangement is what most employees want. To remain competitive, organizational cultures need to reflect that they provide what employees are looking for.

The majority of remote-capable employees are currently working in a hybrid or exclusively remote arrangement.

Diagram showing work locations for remote-capable jobs

Six in 10 employees with remote-capable jobs want a hybrid work arrangement. About a third prefer fully remote work, and less than 10% prefer to work on-site.

Diagram showing combined work locations for remote-capable jobs

When remote-capable, on-site employees don't work in their preferred location, they have greater intentions of leaving, higher burnout, and lower life evaluations and employee engagement.

Remote-capable, on-site employees' preference for remote work flexibility has increased.

Six in 10 exclusively remote employees say they are extremely likely to search for employment elsewhere if they are not allowed remote flexibility.

Exclusively remote and hybrid employees tend to have significantly higher employee engagement than on-site workers.

Remote-capable, on-site employees experienced the largest drop in engagement from 2019 to 2022. These individuals have a job that could be performed with remote flexibility, but instead, they are required to work on-site every workday.

On-site employees whose job is not remote-capable have the lowest engagement.

Results for the Gallup poll of U.S. employees are based on self-administered web surveys of a random sample of adults who are aged 18 and older, working full time or part time for organizations in the United States, and members of the Gallup Panel. Gallup uses probability-based, random sampling methods to recruit its Panel members. Gallup weighted the obtained samples to correct for nonresponse. Nonresponse adjustments were made by adjusting the sample to match the national demographics of gender, age, race, Hispanic ethnicity, education and region. Demographic weighting targets were based on the most recent Current Population Survey figures for the aged 18 and older U.S. population. In addition to sampling error, question wording and practical difficulties in conducting surveys can introduce error or bias into the findings of public opinion polls.

Gallup defines “exclusively remote” as employees working from home or a remote location 100% of the time. “Hybrid” employees are those who work from home or a remote location 10% to less than 100% of the time. “On-site” employees work from home or a remote location 0% to less than 10% of the time.

In line charts on this webpage, Gallup labels some data points with a year and month. Years that have only one data point labeled with the year and "Jan" (abbreviated for "January") reflect annual survey results. Years that have one data point labeled with a specific month besides January or that have multiple data points labeled with specific months reflect results obtained during the noted month(s). When Gallup’s survey field dates for one data point occur in more than one month, Gallup labels the data point with the ending month.

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Next Steps

How Does Your Workplace Compare?

Global and regional data tell a story -- but the story of your organization is different. Check out the option below for your next step:

Discover more about hybrid work, including how to manage your hybrid and remote teams even better. Explore "A Guide to Hybrid Working and Managing Remote Teams" for all the details.

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