Hybrid Work and Its Impact on Employee Value in Turkey

Hybrid work in Turkey and globally represents a big departure from the traditional work model. But what exactly is hybrid work—and how has it changed over time?

Whatever you choose to call it, hybrid, flexible, or distributed work has transformed our understanding of labor.

Since flexible and modern ways of working have been prevalent in the working world for years, it seems that people are gradually warming up to it. However, some regions may take longer than others.

Before diving into the details, let’s first clarify the terms.

What is Hybrid Work?

Hybrid work is a flexible approach that combines working in an office environment and working from home. Hybrid work varies in flexibility and supports a variety of different work schedules.

Types of Hybrid Work

1. In-office hybrid work model

In a primarily in-office hybrid model, employees must be present at their assigned workplace for a substantial part of their working hours.

However, they also possess the flexibility to carry out certain roles remotely when needed. Traditional businesses favor approaches that value face-to-face interaction while adapting to the evolving work environment.

2. Remote hybrid work model

In contrast to the in-office plan, the remote hybrid work model provides extensive opportunities for employees. Allowing them to complete tasks outside of a central office.

Occasional onsite workdays or team get-togethers may still occur. Even though employees predominantly operate from the work environment where they feel most productive—often their homes.

3. Flexible hybrid work model

It is worth mentioning the flexible hybrid work model, as it has gained significant attention. This structure, as its name suggests, gives employees substantial flexibility in determining when and where they complete their tasks.

Certain constraints may be present, such as mandatory meetings or required ‘on-site’ days. These models focus on employee autonomy and flexibility instead of strict schedules and designated locations.

Which Model Proves to be More Effective?

The three-day hybrid work model, where employees split their time between home and office, is a “win-win-win”. Proven by a study published in the journal Nature.

Nick Bloom, a leading authority on work modes, provided clear evidence supporting hybrid work’s advantages. Bloom has long advocated for flexible arrangements. Emphasizing mutual benefits for employees and employers — particularly as companies push for more in-office presence.

The study, conducted by him and co-authors Ruobing Han and James Liang focused on the impact of hybrid work. Particularly on retention, satisfaction, productivity, and professional development.

Using a randomized control trial—the benchmark of experimental research. The study analyzed 1,612 employees at Trip.com, a global technology company based in China, over six months.

The experiment tested a two-day-at-home workweek, a format followed by about 70% of hybrid workers globally.

Bloom estimates that approximately 100 million employees worldwide now operate under hybrid schedules, especially in intellectual roles.

The Benefits of Hybrid Work Models

Employees recognize the value of hybrid work, and we know this to be true. More than half of employees with remote-capable jobs expressed a desire for a hybrid work arrangement, according to a 2023 Gallup survey. And employers also appreciate the benefits of having people back onsite in some capacity.

Spending two to three days in the office during a typical week tends to lead to the highest levels of employee engagement. By decreasing burnout and intentions to leave the organization.

Naturally, hybrid work comes with pros and cons. Let’s look at the perks (and some of the non-perks) of hybrid work for employees and their companies.

Perk #1: Work when & where you are most productive

In an office-first model, employees are anticipated to be on the clock from 9 am to 5 pm each workday.

In a hybrid work model, employees have the flexibility to work in the manner, time, and location that maximizes their productivity.

This indicates that there are flexible options for schedules and locations. Some people work best early in the morning, for example, while others do better in the evening.

Choosing to work with teammates onsite or to do heads-down work from a remote location is also an option for them.

Perk #2: A better work-life balance for employees

Flexibility is the driving force behind hybrid work. It’s easier for them to find balance in a flexible work arrangement. Happy employees are more productive and deliver more to the business.

Additionally, by gaining greater control over their work schedules, employees can find time to manage personal matters.

For instance, running errands, picking up children from daycare, or being present for a delivery. Parents, particularly, find hybrid work allows them to incorporate these kinds of activities into their routines.

Perk #3 Being able to recruit talent from around the world

A distributed workforce allows your company to recruit talent from across the globe. Access to a broader talent pool enables you to hire individuals with specialized emerging skills.

A perfect approach to expand into new markets and ensure continuous productivity around the clock.

Perk #4 Hybrid workplace is cheaper to run

Hybrid work models can be more cost-effective for organizations of all sizes due to several factors. By reducing the need for office space, companies can save on rent, utilities, and other overhead costs. Employees also experience increased productivity and lower absenteeism, thanks to greater flexibility and reduced commute times.

Additionally, hybrid work opens access to a global talent pool, reducing recruitment costs and potentially lowering salary expenses by hiring remote employees from lower-cost regions.

While there should be initial investments in technology and tools, these typically lead to greater efficiency and long-term savings. Overall, the hybrid model can cut operational costs while maintaining high productivity and employee satisfaction.

There are, of course, additional benefits to the hybrid work model, but it is not the focus of our discussion today. It is important to note that hybrid work also has cons. For example, consider the following:

• Potential harder collaboration with remote employees
• necessitates maintenance to keep it operational.
• It is not suitable for all industries.

Hybrid Work in Turkey and How It Changed Employee Preferences

The emergence of Hybrid work in Turkey has reshaped how employees approach their jobs and redefined what they expect from employers. This shift has influenced Turkey’s Employee Value Proposition (EVP) and reflects evolving workplace norms in a rapidly digitalizing economy.

The move toward hybrid models gained momentum during the 2019 pandemic. Slowly becoming an essential concept for many companies. 

Hybrid work lets employees split their time between the office and home—usually two to three days remotely and the rest in the office. While born out of necessity, this model quickly became a popular choice across different fields. Firms saw benefits too, with reduced office costs adding to its appeal.

As Turkey moves toward a digital future, automation, artificial intelligence, and other technologies are transforming not just the workforce but the broader economic structure.

By 2030, these advancements will account for 60% of the country’s productivity growth. 

The following sections explore how hybrid work meets the demands of the digital age and how it’s redefining the employer-employee relationship in Turkey.

A Structural Change in Turkish Work Culture

Turkish workplaces go by strict hierarchies and in-person supervision and management. The current lean to hybrid work in Turkey has disrupted this traditional work culture. 

In the same way as other countries, Turkey faces evaluation by these models that focus on flexibility and autonomy instead of physical presence. Let’s examine this structural change in greater detail.

1. Cultural resistance Vs future of work

Turkish business culture as we know it links to the idea that productivity equals physical presence in the office. Particularly in traditional sectors like manufacturing, government, etc. Most older managers and senior leaders favor seeing their employees working on-site.

In contrast, younger generations—particularly those working in technology, finance, and consulting—are pushing back against these norms. 

It’s clear that Turkey’s Millennials and Gen Z workers want the freedom to balance their professional and personal lives. They view hybrid work as essential to their job satisfaction and career development—They are not wrong.

This “generational conflict” creates a certain tension between employees and management. Young professionals naturally gravitate towards companies that offer flexible work models. This poses a problem for companies that are slower in adapting flexible work models, as they risk losing talent to competitors.

2. Leadership approach changes

Traditionally, Turkish managers have relied on direct supervision and in-person management techniques to maintain control and monitor their team performance. However, in a hybrid environment, these management styles are not relevant.

To adopt a successful hybrid model, Turkish leaders must adapt to a more result-oriented managing approach. Leaders need to evaluate performance based on deliverables & actual results rather than the hours spent in the office. 

Simply put, this structural shift requires a certain reorientation and a cultural change from company leaders.

For instance, micromanagers might feel hybrid work differently from other managers. A micromanager refers to a person in the workplace who tries to control every aspect of the work.  In a hybrid setting, these differences can lead to problems between team members.

Companies that have successfully implemented hybrid work are those where managers trust their employees to work independently. Automation and AI are key factors in the transformation of roles and responsibilities, not just in Turkey but worldwide.

Leaders now face the challenge of reskilling—not only for their teams but for themselves. 

“How can I progress and succeed in a workplace characterized by rapid digital advancements?”

A question everyone ought to reflect on. It’s evident that developing skills have become essential for establishing a haven for all employees.

3. From hierarchy to collaboration

In many Turkish companies, the traditional office environment has been highly hierarchical, with top-down decision-making as the standard. Hybrid work, however, calls for collaboration and requires cross-functional communication that transcends strict hierarchies.

Remote and hybrid work require flatter organizational structures. A structure that completely contradicts the traditional chain of command. 

In a flatter structure, all employees have shared authority and decision-making abilities. 

Demands flatter organizational structures. Which includes a lot of open communication between teams & much less control over them. 

This shift can be challenging for companies with rigid hierarchies and multiple layers of management. However, those who embrace hybrid work often see an increase in creativity, stronger collaboration, and quicker decision-making.

4. Digital transformation & infrastructure problems

The fast digital transformation brought by the pandemic was a key factor in the structural shift in Turkish work culture.

Before the pandemic, many Turkish companies, especially outside major cities, didn’t prioritize remote work technology. The forced transition to remote work during the pandemic led to a rapid increase in the use of digital tools. These include cloud platforms, project management software, and virtual meeting technologies.

Yet, infrastructure gaps still form a significant obstacle to Turkey’s growing hybrid work model.

While cities like Istanbul and Ankara have potent digital infrastructure—Many other rural towns lack the technology necessary for remote work. This leads us to another topic, which is the digital divide. The inequality in digital resources between areas in Turkey is quite grave – leaving some regions struggling to keep pace with the hybrid work revolution. 

The government, alongside private sector partners, must invest further in enhancing digital connectivity across rural areas as well. 

This nationwide enhancement of digital infrastructure is key to ensuring that the benefits of hybrid work models can be collectively and uniformly experienced.

Less regional disparities in work opportunities promote inclusive economic growth. Such initiatives are very important for supporting the sustained adoption of hybrid work arrangements throughout the country.

5. Counterbalancing traditional values with contemporary anticipations

Turkish work culture reflects deeply rooted collectivist values. , where personal relationships play a crucial role in business. Building strong social connections isn’t just encouraged—it’s the norm.

These values are a root that is very hard to remove in many sectors, particularly those with more senior employees.

The reason? Older team members primarily prefer this setting because non-verbal cues, such as body language and tone, help reduce misunderstandings. Face-to-face interactions create stronger relationships and accountability. However, hybrid work challenges this by lessening possibilities for day-to-day interpersonal relationships.

To address this, companies are experimenting with hybrid models that balance remote flexibility with in-person collaboration. Some organizations are adopting “core office days”, where all employees come into the office on specific days to maintain team cohesion and relationship-building.

6. Employee value proposition (EVP) in Turkey is evolving

Historically, the EVP in Turkey focused on job security and financial compensation. However, the emergence of hybrid work in Turkey has transformed this principle into a non-financial reward. Mental health support, work-life balance, and opportunities for professional growth are also important aspects.

Employees, especially younger generations, seek to work for companies that offer flexibility, autonomy, and empathy. Organizations that fail to adapt their EVP to include these new priorities risk losing talent to more progressive companies.

As Turkey’s economic landscape transforms through technological advancement, the Employee Value Proposition is also evolving to meet new workplace realities. By 2030, the integration of automation and digital technologies is expected to create millions of new job opportunities, significantly altering the nature of work. 

This shift emphasizes the need for flexibility and well-being and shows the importance of job roles that align with technological innovation.

To attract and retain top talent, companies must adjust their EVP to align with these changes. If the message they promote and embody is one of innovation and sympathy. You will draw in a workforce that is enthusiastic about engaging with the new, dynamic work environments of the future.

Impact of Hybrid Work in Turkey on Employee Experience and Quality of Life

Hybrid work has remarkably modified the employee experience and quality of life for workers in Turkey.

While some might still be nervous about the digitalization of work. Others are thrilled to explore this new flexible working style.

One of the most immediate benefits of hybrid work is the balance it provides for workers. Workers who previously spent hours commuting now find themselves enjoying more personal time and feeling satisfied with their jobs. This flexibility helps them feel more in control of their time, reducing stress and improving their overall well-being.

Research focusing on white-collar workers in a Turkish technopark highlights the advantages of remote work for work-life balance. Employees reported improved integration between work and personal life, leading to higher levels of job satisfaction. These findings show the potential of hybrid models to create a more harmonious and fulfilling professional environment.

However, hybrid work also has its cons. While manageable, isolation and loneliness can leave employees feeling disconnected from their teams, especially those working fully remotely. 

This sense of isolation can lead to increased stress. Employees might struggle to separate work from personal life when both are taking place in the same space.

The hybrid model also makes it harder for many employees to disconnect or switch their work devices off. In fact, 53% of remote workers put in more hours than they did in the office. Nearly 31% report working “much more” than before the pandemic. 

On a more positive note, the hybrid model offers employees greater autonomy. In sectors where remote work is feasible, employees appreciate the freedom to structure their workday around their productivity. Again, the challenges posed here are much softer than the stress that usually comes with traditional work. Hybrid workers can always find solutions to these difficulties. 

This shift in work culture enables a sense of empowerment and trust.

Employees feel evaluated based on their output rather than the number of hours spent in the office.

For companies that promote this level of autonomy, the result is often higher engagement and loyalty among their workforce​. 

95% of employers say flexible work options improve retention and 46% report lower turnover.

Flexible work options adoption allows companies to keep employees longer, cutting recruitment and training costs. 

Hybrid work isn’t beneficial across all industries

While tech and finance might adapt agreeably, other industries like manufacturing still face challenges implementing hybrid models.

Why do you ask? Simply because a physical presence is a must for many roles in these sectors. Employees in these industries forfeit the flexibility and better quality of life that hybrid work grants to those in office settings.

As hybrid work becomes more embedded in Turkey, employees are also raising their expectations for mental health support. Many now see access to well-being programs and mental health resources as essential parts of their work experience. 

Companies that invest in providing these resources are more likely to see better employee retention and engagement. When evaluating job satisfaction, workers are prioritizing mental health and work-life balance.

A New Chapter in Employee Value Proposition (EVP) 

The rise of hybrid work in Turkey has sparked a deep transformation in how companies shape their EVP. 

With the growing demand for a holistic work environment that prioritizes well-being and growth. Employees now expect experiences that reflect their individual needs and career aspirations.

1. Flexibility as an expectation:

Unlike in the past, where strict office hours and attendance were the norm. Employees now want the autonomy to choose where and when they work. 

This shift is most notable in the technology and finance sectors. Employees, especially the younger workforce, value control over their schedules, as it allows them to better balance professional and personal responsibilities. 

For adults, hybrid work allows for a better balance between professional and family responsibilities. Which leads to increased job satisfaction and loyalty.

2. Well-being and mental health integration:

The pandemic put the spotlight on mental health, and employees now expect strong support like counseling, wellness programs, and mental health days. This is important in hybrid work, where blurred work-life boundaries can cause stress and burnout.

Even before the pandemic, employees already wanted more from employers to improve their quality of life, and COVID-19 only intensified these wishes. Employees across all generations now expect more from employers, especially when it comes to integrating Mental health & well-being benefits into their package.

3. Career development & growth:

With the shift to hybrid work in Turkey, employees focus on career development opportunities. They want to ensure that working remotely doesn’t limit their visibility or opportunities for advancement.

Companies that invest in continuous learning and upskilling are more likely to keep their best talent. Employees also want mentorship and leadership development, especially in a hybrid setup where they aren’t always in the office. 

In that sense, continuous learning and upskilling is a competitive point. By focusing on growth and development, companies show employees that career progression matters—no matter where they work. 

4. A shift of purpose :

Lastly, the shift in the EVP goes beyond individual benefits and taps into employees’ desire to work for purpose-driven organizations.

Employees today are more inclined to stay loyal to companies that reflect their values.

Turkish employees, particularly those in urban centers, are seeking more meaningful work that not only benefits the company but also contributes positively to society. Companies that fail to reflect these values in their EVP risk losing out on attracting socially conscious talent, especially among younger professionals​.

In Turkey, the Employee Value Proposition has evolved from a focus on salaries and benefits to a broader offering. One that emphasizes flexibility, mental health, professional growth, and purpose. 

Prioritizing People in a Post-Pandemic Era

We have entered a new chapter in the history of work. The COVID-19 pandemic has profoundly altered the where, when, and how of labor. A shift reflecting the changing priorities of employees in a hybrid work environment.

A new era where personal fulfillment and career development are just as important as financial rewards.

Not to mention, disruptive advancements such as artificial intelligence (AI) promise to reshape the longstanding notions of workforce, work, and workplace at an astonishing pace.

72% of those who had worked entirely in-person before the pandemic had since departed from traditional workplace routines.

This shift has ushered in a reimagining of workplace connection, collaboration, and creativity.

Striking a harmonious balance between organizational goals and employee well-being has become a priority of paramount importance.

To thrive in this evolving era of work, the essential focus must remain on people. Placing them firmly at the heart of how and where work is.

Companies that successfully adapt their EVP to meet these evolving demands will attract talent & retain it.

Conclusion

Hybrid work in Turkey has fundamentally changed the EVP. Pressuring Turkish companies to rethink how to attract and retain current talent. 

Leading businesses like Trendyol and Arçelik have adopted hybrid models. Now moving towards a blend of remote work with essential office days. These companies are also focusing on mental health and well-being, recognizing the evolving needs of their workforce.

Turkish firms that value autonomy, mental health support, and career development are better positioned to weather inflation and economic challenges.

Moreover, many are expanding their international reach to stay competitive. While hybrid work models are proving to be an effective strategy in navigating current economic pressures.

Hybrid work is here to stay, and businesses that embrace these changes will see better engagement and long-term success.

Sources:

• Global Workplace Analytics
• Owl Labs’ State 
• McKinsey & Company
• 6Wresearch 
• Ya rooms
• Bloomberg
• Economist Impact