Workplace alignment: company workplace strategies and employee work modality preferences

Abstract

Purpose In the post-pandemic workplace, companies have adopted diverse workplace strategies (office-forward, remote-first, hybrid) and employees have developed diverse work modality preferences (work-from-office, work-from-home, hybrid work). In a systematic examination of the intersection between company strategies and employee preferences, we study how company–employee alignment has evolved. Design/methodology/approach We use qualitative data collected from 89 employees at two points in time (2022–2023 and 2024–2025) and at three companies (office-forward, remote-first, hybrid). We showcase how alignment has evolved over time via data visualization. We then use thematic analysis to identify why employees switch preferences and what shared values employees within each type of company hold, despite diverse work modality preferences. Findings More employees are aligned with their company's strategy in 2024–2025 relative to 2022–2023. Employees also more clearly articulate their preferences for work-from-office, work-from-home or hybrid work in 2024–2025. Two alignment motivations explain preference switches: buy-in and dissonance reduction. Employees in each type of company (office-forward, remote-first, hybrid) share common values: flexibility, community and balance, respectively. Originality/value Five years into the post-pandemic workplace, companies and employees are still settling into a “new normal”. However, both academic and industry researchers study company strategies and employee preferences in isolation. We overlay the two, exploring how company strategies and employee preferences combine. This approach allows a comparative look at each strategy, and considers all employee preferences. We present a practical blueprint for company–employee workplace alignment.