The effectiveness of hybrid work in Indonesia has been the subject of recent academic and practical studies, reflecting evolving workplace trends post-COVID-19. Hybrid work, which combines remote work with on-site office presence, shows significant positive impacts on employee performance, productivity, and work-life balance in Indonesia, although challenges remain.

Recent study in Indonesia shows that hybrid work significantly influences employee performance and engagement, especially among younger generations such as Generation Z. Employees who perceive better work-life balance and accept the benefits of hybrid work tend to perform better and engage more deeply in their tasks. This model allows employees the flexibility to choose work environments that suit different tasks, fostering higher productivity and self-quality (Angreni & Mahyuni, 2024, Cisco, 2022).

Approximately, 40% of companies in Indonesia have implemented a hybrid work model. Of those, about 24% have a flexible setup where employees are not required to be in the office on specific days (michaelpage.co.id). However, not all companies have clear hybrid policies, which can cause HR conflicts, which often leads to confusion and HR conflicts due to ambiguous guidelines on office attendance and remote work expectations (Daulay et al., 2024).

Additionally, maintaining employee engagement, effective team collaboration, and a strong organizational culture remains difficult in dispersed teams, as the lack of face-to-face interactions requires more intentional communication and management efforts to build trust, foster collaboration, and sustain a sense of belonging among employees (Rumahorbo et al., 2025). These challenges emphasize the need for clear policies, better digital infrastructure, and proactive cultural strategies to make hybrid work successful in Indonesia.

How does your company overcome the challenges of hybrid work to fully unlock its potential for employee productivity and engagement?

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