Companies in Turkey and globally have transitioned to hybrid work by responding to employees’ demands for flexibility. According to the International Workforce Survey, 75% of large companies worldwide have adopted the hybrid work model. In Turkey, Deloitte’s report indicates that 60% of companies support the hybrid model, with even higher adoption rates in sectors like technology and finance. One study reveals that 70% of CEOs embracing the hybrid model report increased productivity, while another study shows that 60% of CEOs highlight improved employee satisfaction. These figures demonstrate that the hybrid work model is not merely a temporary solution but is quickly evolving into a permanent business model.

Jilda Bal, the founder of Gilda&Partners HR Consultancy, stated that new-generation CEOs have rapidly adapted to the requirements of digital transformation and the modern business world, readily embracing the hybrid work model. Bal noted that while young leaders aim to leverage technology to enhance employee flexibility and productivity, older-generation CEOs tend to favor working from the office, believing it boosts discipline and focus. She commented: “The differing leadership philosophies between these two generations reflect in their management styles. New-generation CEOs prioritize employee satisfaction, advocating that the hybrid work model creates a positive impact on employer branding. On the other hand, older-generation CEOs emphasize the critical importance of in-person communication and physical presence in maintaining corporate culture.”

Citing research from McKinsey & Company and Gartner, Bal explained that while 60% of CEOs from established companies prefer office-based work, 80% of new-generation CEOs support hybrid or remote work. She emphasized that the key reason behind this disparity is older-generation CEOs’ focus on face-to-face communication and control, whereas new-generation CEOs are more open to flexible and efficient work models by effectively utilizing technology.

Highlighting the many advantages of the hybrid work model for both employees and employers, Jilda Bal continued:
“Employees have the opportunity to balance their work and personal lives, while employers benefit from cost savings by reducing office expenses. Hybrid work boosts employee satisfaction, retaining talented personnel and reducing turnover rates. Moreover, this model enables companies to access a global talent pool by recruiting skilled employees from different regions. However, there are also some disadvantages to hybrid work. Internal communication and collaboration within companies can become challenging due to the lack of face-to-face interaction. Additionally, maintaining a healthy work-life balance can be difficult, and distractions at home may negatively impact productivity. Therefore, for the hybrid work model to be successful, it is crucial for companies to develop effective communication tools and strategies.”