In the summer, some companies adopt a less restrictive approach to office attendance rules. Employees are more likely to work from home or take advantage of a ‘workation’, which involves working temporarily from another location. This does not always mean a formal change to the rules and regulations. More often, it is a seasonal relaxation of practice, combined with a reminder of safety rules and the proper use of company equipment.
The scale of this phenomenon is significant. According to CBRE’s report ‘The Hybrid Puzzle: Data, People, Space’, eight out of ten organisations surveyed offer a permanent hybrid model. The report is based on feedback from over 50 companies in Central and Eastern Europe. Its authors point out that organisations are trying simultaneously to meet employees’ expectations, control costs and manage office space more effectively.
However, flexibility during the summer months reveals a gap in companies’ preparedness. CBRE’s data shows that 26 per cent of organisations do not implement any solutions to support remote and hybrid working. Most commonly, companies provide information on office usage and available facilities. They invest far less frequently in training and technology for staff working away from the office. Training is provided by 15 per cent of those surveyed, whilst technological solutions are implemented by fewer than one in ten companies.
This is significant because working outside the office increases the importance of data protection, access control and the responsible use of devices. Simply allowing remote working is not enough if it is not accompanied by clear procedures, secure tools and staff training. NIST guidelines also highlight the need to secure devices, connections and access to company resources.
The broader European context shows that hybrid working is no longer a temporary solution. Eurofound describes it as a permanent feature of work organisation that can support productivity, recruitment and wellbeing. However, the benefits do not materialise automatically. They depend on how it is implemented, the quality of management and access to the right tools.
In the summer, the office also has to compete for employees’ attention. Companies organise wellbeing initiatives, workshops and team-building events. Whilst this may improve attendance, in the long term it is not seasonal attractions but consistent policies, technology and trust that will determine the quality of the hybrid model.
