MESSAGE TO JON LEVY: DON'T COME FOR MY HYBRID WORK.

I’m writing this message in all caps because I want my cyber shouting to grab your attention. I’m riled up about your recent objectionable prediction in the Boston Globe that hybrid work will disappear post pandemic. Your research about connection, trust and belonging leads you to favor the high touch, face-to-face interaction of in-office workers. I would expect a behavioral scientist like yourself to toss around terms like the “Ikea effect” and “vulnerability loop” to explain how caring and trust accrues most to those in the office.

I'm not sure, however, how you are overlooking the ready evidence of hybrid workers, like me, who’ve achieved high levels of productivity and maintained camaraderie with our remote team for nearly 14 months. And I'm really not sure why your prediction is based on the Allen Curve communication studies of the 1970s. The 1970s! Even though you bolster your theory with a 2006 quote from MIT’s Dr. Thomas Allen, I still find your closing statement particularly irritating: “The facts suggest it would be better for employees and their companies to bring almost everyone in when it is safe enough.”

In addition to people like you raising concerns about hybrid work, there are a few business leaders who’ve come out against any version of working from home. In a Washington Post Op Ed, Cathy Merrill, the chief executive officer of Washingtonian Media, which publishes The Washingtonian magazine, acknowledged “the future of the employment scene is some type of hybrid.” But she also suggested employees who wanted to stay remote could lose benefits. Her employees responded with a one-day work stoppage. Meanwhile Sandeep Mathrani, the CEO of We Work, insulted his staff by saying only the “least engaged” enjoy working from home. Both Mathrani and Merill apologized.

Gotta say all of your antiquated sentiments have landed like a thud in the midst of the animated public discussion about the envisioning the future of work. Thank goodness there are many innovative business leaders meeting the moment by designing multiple variations on the traditional work week — including where and if there will be formal office space. Of course, many workers don’t have a choice — their work requires them to be in person.

But for the millions of us who only have to be on site some of the time, hybrid work has been a welcome option during the coronavirus for safety and sanity. It took a minute to get myself organized for optimum functioning: finding the right Zoom spot, investing in lighting, staying on top of my calendar. But it sure feels nice to tackle the massive reading I have to do in my comfy chair. If I’m honest, it takes more effort to do hybrid well. But I think it’s worth it and so do the folks who’ve spoken up in multiple surveys like the Gallup poll where most respondents claimed higher productivity, overall well-being and greater engagement.

Jon Levy, you might want to pay attention to the recent survey by jobs platform LiveCareer which revealed 29 percent of 1000 employees “would quit their jobs” if they could no longer work remotely. Don’t come for our hybrid!

Obviously remote work is not for everybody. Fully remote workers will increase, though in the end I predict hybrid will be considered a given and offered as a perk. Atlantic magazine writer Amanda Mull examined the arguments from the “office traditionalists” and remote enthusiasts and came up with a perfect formula for remote work: 2 days remote, 3 days in the office. Her plan offers flexibility for employees, continuity for employers and buy in all around. Most of us have to work, but we’re in a different head space after a year or more of contemplating life and death. We are looking for work that is fulfilling and a way to work that enhances how we live. Employers who want to attract and retain talent understand.

Jon Levy know this: Not only will hybrid work last, but I predict your prediction will be proven wrong. Hybrid will shape the future of work.