{"id":6034,"date":"2025-09-22T10:35:07","date_gmt":"2025-09-22T08:35:07","guid":{"rendered":"https:\/\/www.c2dprevention.com\/?p=6034"},"modified":"2025-12-03T16:07:06","modified_gmt":"2025-12-03T15:07:06","slug":"hybrid-teleworking-impacts-on-mental-health-quality-of-life-at-work-and-work-performance-2025","status":"publish","type":"post","link":"https:\/\/www.c2dprevention.com\/en\/blog-en\/hybrid-teleworking-impacts-on-mental-health-quality-of-life-at-work-and-work-performance-2025\/","title":{"rendered":"Hybrid teleworking: impacts on mental health, quality of life at work and work performance (2025)"},"content":{"rendered":"\t\t
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Since the health crisis, remote working has become a lasting reality. The debate is no longer limited to \u2018all office\u2019 or \u2018all remote\u2019: the hybrid model is now the norm. But its success depends on how it is implemented: if poorly organised, it can generate as much pressure as it does benefits.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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What are the benefits of hybrid teleworking for quality of life at work and mental health?<\/h3>\t\t\t\t<\/div>\n\t\t\t\t
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Research shows that hybrid working improves productivity and work-life balance:<\/p>

  • According to the Cisco Global Hybrid Work Study (2025), 73% of employees report improved productivity, an average of +19%, or approximately 7.6 hours gained per week (Cisco, 2025).<\/li>
  • According to Gallup (2024), 76% of hybrid employees cite a better work-life balance as a major benefit (Gallup, 2024).<\/li>
  • The Australian Productivity Commission (2025) notes a reduction in commuting time, increased decision-making autonomy and fewer absences due to illness (Productivity Commission, 2025).<\/li><\/ul>

    In summary: hybrid working does not always exceed full-time office working in terms of gross productivity, but it offers significant benefits for well-being and engagement<\/strong>.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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    Why can 100% remote teleworking undermine well-being at work and cohesion?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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    Full-time remote working quickly reveals its limitations:<\/p>

    • A survey conducted in London highlights that satisfaction levels plateau when remote working becomes too frequent<\/strong>, due to a lack of feedback and meaning (Gallup, 2023).<\/li>
    • Gallup (2024) shows that 42% of hybrid employees say they \u2018thrive\u2019, compared to 36% of employees who work 100% remotely.<\/li>
    • Le Monde (2023) estimates that full remote working leads to a 10-20% loss in productivity compared to a hybrid model<\/strong> (Le Monde, 2023).<\/li><\/ul>

      The hybrid model is therefore seen as the optimal balance<\/strong>, whereas \u2018fully remote\u2019 working undermines cohesion and mental health.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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      What are the psychosocial and organisational risks if hybrid working is poorly managed?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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      Poorly calibrated hybrid working can create new constraints:<\/p>

      • Unnecessary meetings<\/strong>: one third of hybrid meetings are considered superfluous (Harvard Business Review, 2024).<\/li>
      • Performative productivity<\/strong>: value is sometimes measured by visibility (presence, availability) rather than results (TechRadar, 2025).<\/li>
      • Less creativity<\/strong>: some innovations arise from informal exchanges, which are difficult to replicate remotely (Productivity Commission, 2025; Bloom, 2024).<\/li>
      • Weakened transmission<\/strong>: reduced mentoring and integration, \u2018tribalisation\u2019 of teams (WSJ, 2025; Wired, 2024).<\/li>
      • Slower coordination<\/strong>: the \u2018hybrid coordination tax\u2019 slows down projects when presences are not aligned (WSJ, 2025).<\/li><\/ul>

        Hybrid working is a strength, but only if its organisation avoids these pitfalls.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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        Which activities are best suited to remote or in-person working?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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        Research clearly distinguishes between activities according to context:<\/p>

        • Effective when working remotely<\/strong>: writing, analysis, administrative follow-up, reporting (Cisco, 2025; Prodoscore, 2025).<\/li>
        • Beneficial in person<\/strong>: innovation, brainstorming, mentoring, training, creative activities or activities requiring a high level of coordination (Productivity Commission, 2025; Bloom, 2024).<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t
          \n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"Team\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t
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          Best practices for effective hybrid remote working: management, coordination and QWL<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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          To maximise the benefits of hybrid working, several key levers are emerging:<\/p>

          1. Set a clear framework<\/strong>: two days of remote working per week appears to be the optimal rhythm (Bloom, 2024).<\/li>
          2. Preserve the quality of exchanges<\/strong>: limit \u2018symbolic\u2019 meetings and focus face-to-face time on useful collaboration.<\/li>
          3. Encourage informal time<\/strong>: allow space for spontaneous exchanges, which are a source of creativity and cohesion.<\/li>
          4. Train managers<\/strong>: they play a central role in balancing performance, listening and well-being.<\/li>
          5. Adapt according to activities<\/strong>: creative and training activities in person, analytical and administrative activities remotely.<\/li><\/ol>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t
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            Conclusion<\/div>\t\t\t\t<\/div>\n\t\t\t\t
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            Hybrid working is a real opportunity to balance performance and well-being<\/strong>, provided it is rigorously managed<\/strong>.<\/p>

            The key lies in support<\/strong>: giving managers and employees the guidance they need to use each modality to their advantage, as well as the know-how to adapt best practices to the specific contexts of each company.<\/p>

            At C2D Pr\u00e9vention, we help companies set up hybrid organisations tailored to their reality, transforming hybrid working into a strategic lever for collective performance<\/strong>, wellbeing and sustainable innovation.<\/p>

            Discover our services to find out more about our flexible support<\/strong>.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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            Key Takeaways<\/div>\t\t\t\t<\/div>\n\t\t\t\t
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            • Hybrid teleworking improves productivity<\/strong> (+19% according to Cisco, 2025) and work-life balance.<\/li>
            • Employees prefer hybrid working to either full-time office work<\/strong> or full-time remote working (Gallup, 2024).<\/li>
            • Working entirely from home weakens team cohesion and reduces productivity (Le Monde, 2024).<\/li>
            • The risks of poorly managed hybrid working:<\/strong> unnecessary meetings, loss of creativity, slower coordination.<\/li>
            • Best practices<\/strong>: clear framework (2 days\/week), limit meetings, encourage informal exchanges, adapt according to the task.<\/li><\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t
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              FAQ<\/div>\t\t\t\t<\/div>\n\t\t\t\t
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              What is the ideal pace for hybrid remote working?<\/strong><\/p>

              Studies show that 2 days of remote working per week offer a good balance between autonomy and cohesion.<\/p>

              What are the main benefits of the hybrid model?<\/strong><\/p>

              Increased productivity, reduced stress, better work-life balance, fewer absences.<\/p>

              What are the risks of poorly managed hybrid working?<\/strong><\/p>

              Excessive meetings, loss of creativity, isolation, slower coordination.<\/p>

              Which tasks are more effective when working remotely?<\/strong><\/p>

              Tasks that require concentration (writing, analysis, administrative follow-up).<\/p>

              And which ones require face-to-face interaction?<\/strong><\/p>

              Creative, training and collective innovation activities.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

              \n\t\t\t\t\t
              Sources : <\/div>\t\t\t\t<\/div>\n\t\t\t\t
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              Bloom, N. (2024, juin). Hybrid work is a win-win-win for companies, workers. Stanford News. https:\/\/news.stanford.edu\/stories\/2024\/06\/hybrid-work-is-a-win-win-win-for-companies-workers<\/p>

              Cisco. (2025). Global Hybrid Work Study. Cisco Newsroom. https:\/\/newsroom.cisco.com\/c\/dam\/r\/newsroom\/pdfs\/Cisco-Hybrid-Work-Study.pdf<\/p>

              Gallup. (2023). The remote work paradox: Engaged but distressed. Gallup Workplace. https:\/\/www.gallup.com\/workplace\/660236\/remote-work-paradox-engaged-distressed.aspx<\/p>

              Gallup. (2024). Employee wellbeing hinges on management, not work mode. Gallup Workplace. https:\/\/www.gallup.com\/workplace\/648500\/employee-wellbeing-hinges-management-not-work-mode.aspx<\/p>

              Harvard Business Review. (2024, juin). Hybrid work has changed meetings forever. HBR. https:\/\/hbr.org\/2024\/06\/hybrid-work-has-changed-meetings-forever<\/p>

              Le Monde. (2023, d\u00e9cembre). L\u2019impact variable du t\u00e9l\u00e9travail sur la productivit\u00e9. Le Monde \u00c9conomie. https:\/\/www.lemonde.fr\/economie\/article\/2020\/12\/28\/l-impact-variable-du-teletravail-sur-la-productivite_6064652_3234.html<\/p>

              Prodoscore. (2025). Studies show hybrid work models are winning. Prodoscore. https:\/\/www.prodoscore.com\/blog\/studies-show-hybrid-work-models-are-winning\/<\/p>

              Productivity Commission. (2025, mai). Backs hybrid work from home model. News.com.au. https:\/\/www.news.com.au\/finance\/work\/at-work\/productivity-commission-backs-hybrid-work-from-home-model\/news-story\/f6e23003ef79b6a5dba51d8f9c6b6a96<\/p>

              TechRadar. (2025, avril). From presence to purpose in the hybrid era. TechRadar Pro. https:\/\/www.techradar.com\/pro\/from-presence-to-purpose-in-the-hybrid-era<\/p>

              The Wall Street Journal. (2025). The hybrid coordination tax. WSJ. (acc\u00e8s restreint)<\/p>

              Wired. (2024). The hidden costs of hybrid work. Wired Magazine.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

              Since the health crisis, remote working has become a lasting reality. The debate is no longer limited to \u2018all office\u2019 or \u2018all remote\u2019: the hybrid model is now the norm. But its success depends on how it is implemented: if poorly organised, it can generate as much pressure as it does benefits. What are the […]<\/p>\n","protected":false},"author":7,"featured_media":6970,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_yoast_wpseo_focuskw":"","_yoast_wpseo_title":"","_yoast_wpseo_metadesc":"","_yoast_wpseo_meta-robots-noindex":"","_yoast_wpseo_meta-robots-nofollow":"","_yoast_wpseo_opengraph-title":"","_yoast_wpseo_opengraph-description":"","_yoast_wpseo_twitter-title":"","_yoast_wpseo_twitter-description":"","inline_featured_image":false,"_yoast_wpseo_focuskw_text_input":"","footnotes":""},"categories":[50],"tags":[],"class_list":["post-6034","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog-en"],"acf":[],"yoast_head":"\nHybrid teleworking: impacts on mental health, quality of life at work and work performance (2025) - C2D Prevention<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.c2dprevention.com\/en\/blog-en\/hybrid-teleworking-impacts-on-mental-health-quality-of-life-at-work-and-work-performance-2025\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Hybrid teleworking: impacts on mental health, quality of life at work and work performance (2025) - C2D Prevention\" \/>\n<meta property=\"og:description\" content=\"Since the health crisis, remote working has become a lasting reality. 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