The dark side of hybrid working

Hybrid working has become the golden child of workplace flexibility. It promises the best of both worlds — more freedom, less commuting, better productivity, and happier employees.

But beneath the surface of those tidy home desks and efficient online meetings, there’s a less talked-about story unfolding. A growing body of research on NZ workplaces from Massey University shows that hybrid work is quietly fuelling loneliness, blurred boundaries, and burnout for many Kiwi workers

As hybrid work cements itself as “the new normal” across Aotearoa, it’s time we shine a light on the dark side of hybrid – and more importantly, what leaders can do to help their people thrive rather than just survive.

The Promise vs the Reality

Since 2020, hybrid work has been linked with higher innovation, stronger helping behaviours, and better performance than fully remote or fully in-office work. That’s great news for organisations trying to attract and retain talent in a competitive market.

But the reality is more complicated. According to a 2025 study of 1,000 New Zealand workers, hybrid employees reported:

• Higher feelings of loneliness and isolation
• Greater perceived work demands and cognitive load
• More frequent work–family conflict
• Higher rates of after-hours tech use
• Increased rumination about work during personal time
• And not surprisingly, worse mental health and burnout levels

In other words: hybrid workers may feel like they’re managing their work-life balance better than others, but the data tells a different story

Why Hybrid Work Can Backfire

1. Blurry Boundaries

When your dining table is also your office, the lines between “work time” and “personal time” can disappear fast. Many people are starting earlier, finishing later, and letting work seep into every corner of their day – not because their employer asked them to, but because it’s easy to let it happen.

2. Increased Cognitive Load

Hybrid workers are juggling two worlds: office days that can be fast-paced and social, and home days that can be quiet but more fragmented. This constant shifting between environments can lead to mental fatigue, making it harder to fully rest and recover.

3. Social Isolation

While some employees love the peace and quiet of home, others miss the incidental chats, laughter, and connection that happen in shared spaces. Over time, less social contact can lead to disconnection and loneliness – even in high-performing teams.

4. The “Always On” Trap

Because hybrid workers can technically work anywhere, many feel they should be available everywhere – answering emails at night, taking calls on their days off, and responding faster than ever. That pressure (often self-imposed) can lead to chronic stress.

What Kiwi Leaders Can Do

The good news is that these challenges are preventable with a thoughtful approach. Here are some practical steps New Zealand workplaces can take:

1. Reinforce Clear Boundaries

Encourage your people to:

• Define start and finish times, and stick to them.
• Turn off notifications outside work hours.
• Set up a dedicated workspace at home (even if it’s a small corner).
• Practise a “shutdown ritual” at the end of the day – such as closing the laptop, going for a walk (that ‘commute’ creates a psychological buffer), or putting on music.

Leaders can model this too. If you’re emailing at 10 p.m., your team gets the message that they should be on call too – even if you don’t say it out loud.

2. Design Hybrid with Intention

Hybrid shouldn’t just mean “work wherever you like.”
Create structure that helps people thrive:

• Set clear expectations about availability, responsiveness, and work hours.
• Encourage team anchor days in the office to maintain social connection.
• Protect focus time and avoid scheduling back-to-back virtual meetings.

Make sure performance expectations are fair, transparent, and not silently favouring in-office presence.

3. Build Connection, Not Just Contact

Don’t underestimate the power of genuine human connection.

• Schedule in-person team days that go beyond formal meetings – think shared lunches, brainstorming sessions, or just coffee catch-ups.
• Encourage regular 1:1 check-ins focused on how people are doing, not just what they’re delivering.
• Foster a sense of team identity so people feel part of something bigger, even when working apart.

4. Promote Energy Management, Not Just Time Management

In a hybrid world, energy is the real currency. Encourage employees to:

• Take regular micro breaks away from screens.
• Prioritise sleep, movement, and mental recovery.
• Use their reclaimed commuting time for activities that actually replenish energy – whether that’s a gym session, a walk on the beach, or time with whānau.

This isn’t just a wellbeing perk — it directly impacts performance, focus, and engagement.

5. Normalise Switching Off

Being “always available” might make someone look committed, but it’s a fast track to burnout. Leaders can help by:

• Respecting boundaries when people are offline.
• Avoiding last-minute meeting invites outside core hours.
• Reminding teams it’s okay to take leave –  and fully unplug when they do.

What Employees Can Do for Themselves

While employers play a big role, employees also have power here. Practical strategies include:

• Setting personal boundaries and communicating them clearly.
• Creating rituals to separate work and personal life.
• Prioritising connection with colleagues — whether through video calls, Slack chats, or in-person catch-ups.
• Practising recovery through sleep, movement, and activities that bring joy.
• Asking for help if they’re struggling with burnout or isolation.

Hybrid Isn’t the Problem — Poor Hybrid Design Is

Hybrid work can be a powerful and sustainable model when it’s designed intentionally. But when boundaries blur, workloads creep, and connection fades, it creates a perfect storm for loneliness, stress, and burnout.

This isn’t just a personal wellbeing issue — it’s a business performance issue. Burnout affects productivity, retention, engagement, and culture.

In fact, research shows nearly half of employees have experienced burnout – and those working in poorly managed hybrid environments are at much higher risk

A Call to Kiwi Leaders

The way we work has changed forever. But our approach to managing people can’t stay stuck in old models.

If you lead a team or organisation, this is your opportunity to create a workplace where hybrid work isn’t just tolerated — it’s done well.

That means:

• Designing with boundaries in mind.
• Prioritising connection and culture.
• Promoting rest and recovery as much as productivity.
• Modelling the behaviours you want to see.

Because the future of work isn’t just about flexibility. It’s about protecting the humans behind the screens.

At Peace Under Pressure, we help organisations across New Zealand build peaceful, positive, and productive workplaces – even under pressure. If your hybrid team is showing signs of fatigue or disconnection, I can help you create practical strategies to support them to thrive. Contact us for a no-obligation conversation.