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2026 OBRT Internal Member Survey: Employee Work Models

Several members have expressed interest in understanding how their peers are approaching employee work models, particularly the balance between remote, hybrid, and in-office work.


To help inform that conversation, we are conducting a brief survey to gauge how work models across the membership have evolved in recent years, where organizations stand today, and how employers are thinking about the future.


We ask that each member organization submit one response. CEOs are welcome to delegate completion of the survey to the most appropriate person on their leadership or HR team.


Individual responses will remain confidential, and results will be reported only in aggregate. A summary of the findings will be shared with members to provide insight into broader trends and perspectives across the Roundtable.


The survey should take less than ten minutes to complete. We appreciate your participation.


  1. Which best describes your organization’s current standard work model?

Select one
Fully in-person
Hybrid with set in-office days
Hybrid with flexible or team-based discretion
Fully remote
Varies significantly by role or function

  1. How do you currently differentiate work-model expectations?

Select one
Significantly by role or function
Moderately by role or function
Minimal differentiation
No differentiation across roles

  1. How has your organization’s employee work model changed since the pandemic in 2020-2021?

Select one
Predominantly in-person → now more hybrid or remote
Predominantly remote → now more in-person
Shifted to a long-term hybrid model
Minimal change over time
Workforce is largely role-dependent / site-specific

  1. Over the past 12 months, how have in-office expectations changed?

Select one
Increased significantly
Increased somewhat
Remained about the same
Decreased somewhat
Decreased significantly

  1. What factors most influenced your current work-model decisions?

Select up to three

  1. To what extent do you believe employee preferences and CEO preferences are aligned on your organization’s work model?

Select one
Fully aligned
Mostly aligned
Somewhat aligned
Somewhat misaligned
Mostly misaligned
Fundamentally misaligned
Not sure / difficult to assess

  1. What pressures are currently complicating work-model decisions?

Select up to three

  1. Over the next 12–24 months, do you anticipate adjusting your work model?

Select one
Yes — more in-person expectations
Yes — more remote flexibility
Yes — refinement of hybrid model
Possibly, but direction is unclear
No changes anticipated

  1. How are in-office expectations enforced in your organization?

Select one
Informal norms
Manager discretion
Performance evaluations
Career progression considerations
Formal policy with tracking

  1. Which metric matters most in evaluating the success of your remote v. in-office approach?

Select one
Productivity
Engagement
Retention
Innovation
Customer satisfaction
Leadership pipeline strength

  1. What would be most valuable to learn from other members regarding work models?

Select up to two

  1. Any additional comments, lessons learned, and/or best practices to share?

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