Work Models in 2025: Insights from 80+ HR Leaders Across California

What 80+ HR Leaders Told Us About the Future of Work Models in 2025

As conversations around hybrid, remote, and in-office work continue to evolve, we wanted to move beyond anecdotes and gather real insights from the field.

So we conducted a survey—and more than 80 HR leaders from across San Diego and the Bay Area participated.

Their responses reveal a lot about how organizations are navigating the new world of work in 2025.

Here are some key highlights from the Work Arrangements Survey:

The New Normal Isn’t One-Size-Fits-All

81% of organizations are using either hybrid or role-based work models.
Only 9.3% are fully in-office, and just as many are fully remote.
A majority (62%) say their current model originated as a response to COVID—but has since evolved.

Top Challenges Leaders Are Facing

Maintaining culture and collaboration
Addressing inequities between remote and in-office team members
Ensuring access to leadership and development opportunities
Avoiding burnout and preserving work-life balance

What’s Driving Change?

When companies have shifted (or are considering a shift) in their work model, the top drivers include:

Leadership preferences
A desire to improve collaboration and teamwork
Talent attraction and retention
Enhancing company culture and employee engagement

What’s Working—and What Leaders Would Do Differently

From the open comments and lessons learned, we uncovered recurring themes:

Clear communication and leadership accountability are critical.
Gradual implementation and thoughtful change management ease resistance.
Investing in in-office engagement and culture early can improve outcomes.
Hybrid models are seen as the most adaptable—but only when executed with consistency and equity.

Trust, Flexibility, and Leadership Matter More Than Ever

Many leaders reflected on the importance of trust—trusting employees to work independently, lead themselves, and stay engaged regardless of location. Others noted that misalignment between leadership behavior and company policy (e.g., mandating office presence while leaders remain remote) can erode credibility and buy-in.

The survey responses also highlighted the need to balance standardization with flexibility, especially across different geographies and teams.

💡 Want to dive deeper? Click below to read the full report:

Whether you’re refining your own workplace strategy or looking to learn from your peers, we hope this report offers useful insights as you plan for the future.

Have thoughts or want to share what’s working in your organization? I’d love to hear from you.

Kathy Krul-Manor

Founder, KKM Leadership