Hybrid Work Metrics & KPIs

Hybrid work metrics and KPIs are the measurable indicators used to gauge how well a hybrid work model is performing. In a hybrid arrangement – where employees split time between remote and in-office – success can no longer be evaluated by simple office presence alone. Instead, organizations track a balanced set of metrics across attendance, space utilization, collaboration, employee experience, and productivity to get a complete picture. As management guru Peter Drucker famously noted, “You can’t improve what you don’t measure.” Setting the right KPIs turns “hybrid work success” from a vague idea into tangible data points officernd.com . Armed with these data, workplace leaders can identify what’s working, spot weak spots, and make data-driven adjustments to their hybrid strategy. Hybrid work KPIs typically fall into a few key categories, each aligning with an aspect of the employee and office experience. A comprehensive approach (such as Gather Sciences’ Balanced Hybrid™ framework) emphasizes tracking metrics in all these areas to avoid tunnel vision businesswire.com . For example, focusing purely on productivity metrics without monitoring engagement could mask underlying morale problems, and vice versa. A workplace analytics platform like Gather Sciences enables this balanced view by integrating data from multiple sources – badge swipes for office attendance, desk booking and sensor data for space utilization, digital collaboration logs, and employee feedback surveys – into one holistic dashboard. Below, we break down the major categories of hybrid work KPIs and the specific metrics under each, explaining what they measure and how they are used. Attendance Metrics Attendance metrics tell you who comes into the office and how often, which is critical for understanding hybrid work patterns. These KPIs reveal whether employees are meeting in-office expectations and help in planning for office capacity and culture-building. Hybrid teams often struggle with unpredictable office use – for instance, many companies see “Tuesdays, Wednesdays, and Thursdays” as popular office days while Mondays and Fridays are often remote cbre.com . By tracking attendance data, organizations can identify such trends and ensure the office is used effectively (and not sitting empty on certain days). Gather Sciences’ software, for example, can automatically compile office entry data to calculate daily headcounts and show-up rates, giving real-time insight into attendance patterns businesswire.com . Visualization: Tracking office attendance by day of week can reveal patterns. In this example, each curve represents the distribution of daily show-up rates (percentage of staff in-office) for Monday through Friday. Notice how mid-week days tend to have higher and more consistent attendance, while Mondays and Fridays show lower peaks. Key attendance KPIs include: Office Attendance Rate (Show-Up Rate): This measures the share of employees present in the office out of the total workforce. It’s calculated by dividing the office attendance (number of people who came in) by the total headcount, often expressed as a percentage cbre.com . For example, if 100 employees work in a location and 30 come in on a given day, the show-up rate is 30%. A higher show-up rate indicates stronger in-person participation, while a low rate may signal under-utilization or preference for remote work. Using workplace analytics, companies can track this daily or weekly to see how hybrid attendance fluctuates and whether it meets policy targets cbre.com . Average In-Office Days per Employee: Rather than just daily percentages, this metric looks at how many days on average each employee comes to the office in a given period (e.g. per week or month). It’s useful for gauging individual or team-level hybrid habits. If your hybrid policy is “3 days in-office per week” but the average is only 2 days, that gap is a red flag. In fact, studies show mandated office schedules often see lower actual attendance (e.g. a 3-day mandate yielding ~2.1 average days) avuity.com . Tracking this helps assess policy compliance and identify if flexibility or enforcement needs adjustment. Gather Sciences can generate these insights by analyzing badge swipe logs or desk bookings across weeks, highlighting who might be consistently under or over the expected attendance. Absenteeism & No-Show Rates: These metrics capture when people don’t come in as expected. Absenteeism rate is typically defined as the percentage of work days missed due to unplanned absence (sickness, etc.) vergesense.com . In a hybrid context, an additional lens is in-office no-shows – for teams that designate certain “in-office days,” how often are people skipping those days? High absenteeism or frequent no-shows could indicate engagement issues or personal barriers. Monitoring these rates helps HR and managers intervene appropriately (for example, checking if certain days are consistently problematic or if particular teams need support). It’s important to tie attendance to outcomes – showing up is half the battle, but true success is about what happens when present. That’s why attendance metrics should be viewed alongside collaboration and productivity KPIs, not in isolation avuity.com . Utilization Metrics Utilization metrics focus on how well office space and resources are used in a hybrid environment. Hybrid work often means companies have fewer people on-site at any one time, raising questions about whether you have too much or too little office space, the right mix of workspaces, and if the office setup meets employee needs. By measuring utilization, organizations can identify opportunities to optimize real estate costs and improve the workplace layout (e.g. converting underused areas into collaboration zones). As Gather Sciences describes, meaningful in-person interactions and consistency are key – having the right people in the office at the right times – which also leads to more predictable and efficient use of space businesswire.com . Their analytics platform captures data like desk and room bookings and sensor counts to show exactly which areas are bustling and which are ghost towns on hybrid schedules. Important utilization KPIs include: Office Utilization Rate: This compares the number of people in the office to the space’s capacity, telling you how efficiently the space is being used. It’s typically calculated by dividing office attendance by the total capacity (or seats available). For instance, if 50 people are in a space designed for 100, the utilization rate is 50% cbre.com . Consistently low utilization might mean you’re leasing too much space, whereas consistently over 100% (overcrowding) means the office is over capacity at peak times. Tracking this metric over time – and especially on peak vs. off-peak days – helps in right-sizing the office footprint and planning facility services. Hybrid workplace analytics tools can visualize utilization by day and even by hour, so you can pinpoint when demand spikes (e.g. every Tuesday at 11am) and adjust accordingly cbre.com cbre.com . Desk and Meeting Room Occupancy: Beyond overall headcount, it’s useful to measure how individual resources are utilized. Desk occupancy rate tracks the percentage of workstations that are occupied when the office is open. Similarly, meeting room utilization looks at how often conference rooms or collaboration spaces are booked and used. For example, you might find that small huddle rooms are in constant use (high utilization) while large boardrooms sit empty most of the week. These insights inform decisions like reconfiguring space or adopting hoteling strategies. One analysis suggests even a simple quarterly survey asking employees which tools and spaces they use most can uncover wasted resources officernd.com . However, with modern IoT sensors and booking data (which platforms like Gather Sciences aggregate), you can get continuous, objective data on occupancy. Utilization by floor or department is also illuminating – perhaps one floor is bustling (80% desks used) while another languishes at 20% due to team schedules avuity.com . Such data can guide you in consolidating space or rotating team “neighborhoods” for better balance. Peak vs. Average Utilization: Hybrid work tends to create peaks (busiest days/times) and valleys (slow periods). Looking at the peak utilization (the highest occupancy observed, say Thursday at 11am) versus the average can help in capacity planning. If your peak is 90% but average is 30%, you have a very uneven usage pattern – you might experience crowding on peak days and emptiness otherwise. Strategies like staggered hybrid schedules or workplace incentives can help even this out if desired. From a real estate perspective, some organizations plan space for a target peak (e.g. design for 60% peak utilization to avoid over-building) cbre.com . By visualizing usage across different times and days, you ensure the office is neither over-built (wasting money) nor under-provisioned during critical times. Gather Sciences’ reports, for instance, allow leaders to view peak vs. non-peak demand and model “what if” scenarios – e.g. What if everyone came in on the same day? – to make informed decisions on space needs. Collaboration Metrics Collaboration metrics measure how effectively teams are working together and communicating in a hybrid setup. One of the biggest challenges of hybrid work is maintaining strong collaboration and avoiding silos – when some people are remote and others in-office, spontaneous interactions drop and coordination can suffer. In fact, research by PwC found that hybrid arrangements have hurt teamwork and innovation at many companies, because virtual collaboration isn’t always as effective as face-to-face remotepass.com . To counter this, organizations track collaboration KPIs to ensure employees are connecting in meaningful ways. These can include both in-person collaboration (who’s meeting with whom in the office) and digital collaboration (communication patterns across remote channels). The Balanced Hybrid™ approach emphasizes intentional in-person interactions – e.g. ensuring teammates come in on the same days for synergy businesswire.com – which is something a platform like Gather Sciences facilitates and measures (for example, by analyzing shared in-office days and meeting attendance). Key collaboration KPIs to monitor: Meeting Frequency and Attendance: This metric looks at how often meetings are happening and who attends. In hybrid work, you might examine average meetings per employee per week or the ratio of time spent in meetings vs. solo work. An important subset is cross-team meetings – how frequently do people from different departments meet (an indicator of cross-functional collaboration) versus siloed meetings within the same team. A healthy hybrid organization will see a good mix of both. One KPI example is the cross-team collaboration rate, which tracks the number of meetings involving multiple departments or varied stakeholders remotepass.com . A higher rate suggests knowledge sharing and coordination, whereas a low rate could mean teams are isolated. Additionally, meeting participation (who actually shows up to optional meetings) can reveal engagement. If you have optional all-hands or social meetings and employees voluntarily attend in high numbers, it’s a positive sign. Low turnout, on the other hand, might signal disengagement officernd.com officernd.com . Communication Responsiveness: In distributed teams, a proxy for collaboration health is how responsive people are to each other. Average response time to emails or chat messages can be tracked to gauge this remotepass.com . For instance, if the team’s average Slack response time is 2.5 minutes during work hours, that indicates quick communication loops; if it’s consistently many hours, it might point to disconnects or overload. Long response times could also reflect unclear priorities or engagement issues. Many digital tools (Slack, Microsoft Teams, etc.) provide analytics on message response rates. While you don’t want to encourage people to be online 24/7, unusually slow response patterns may warrant a closer look at workload or clarity of communication. Improving this metric often involves establishing norms for availability or better scheduling of synchronous vs. asynchronous work. Collaboration Tool and Space Utilization: This metric examines how extensively employees are using the tools and spaces meant for collaboration. For example, shared document usage – are people co-authoring files, leaving comments, and working together on platforms like Google Docs or Office 365? Low usage might mean people are working in silos or not leveraging available tools, whereas high usage means active collaboration remotepass.com . Similarly, virtual whiteboard or project platform activity (like Miro boards, project management tasks updated) can be measured. On the physical side, tracking use of collaboration spaces (e.g. how often huddle rooms or breakout areas are occupied) complements this. Gather Sciences’ collaboration analytics can aggregate such data – for instance, pulling usage stats from integrated apps or analyzing calendar data for how often teams schedule collaborative vs. focus time. By monitoring these, leaders can spot teams that might be disengaged or identify if additional training or tools are needed to foster better collaboration. Experience Metrics Experience metrics capture the human side of hybrid work – how employees feel and engage with the work environment. These KPIs are crucial because a hybrid model can only succeed if employees have a positive experience and remain engaged. Common hybrid work complaints include feeling disconnected from company culture or isolated from colleagues businesswire.com . By measuring sentiment and engagement, companies get early warnings of morale issues or burnout, and can take action to improve the hybrid experience (through policy tweaks, better support, etc.). Gather Sciences addresses this by collecting “associate sentiment” data alongside usage metrics businesswire.com – effectively combining the qualitative (how people feel) with the quantitative (how they work) to provide a 360° view of hybrid work health. Important employee experience KPIs include: Employee Net Promoter Score (eNPS): eNPS is a popular metric to gauge employee satisfaction and loyalty. It’s based on asking employees “How likely are you to recommend this company as a great place to work?” on a 0–10 scale. Respondents are grouped into promoters, passives, and detractors, and the score is calculated by subtracting the percentage of detractors from promoters. A high eNPS means a lot of employees would recommend their workplace, indicating strong satisfaction remotepass.com vergesense.com . In hybrid contexts, eNPS can be influenced by how well the hybrid arrangement is working – if employees value the flexibility and feel supported, they’ll be more positive. If hybrid is causing stress or inequity, it will show up in the score. Measuring eNPS periodically (e.g. quarterly) and segmenting by groups can illuminate if certain departments or remote vs. in-office cohorts differ significantly in sentiment. Employee Engagement & Satisfaction Surveys: Beyond the single eNPS question, most organizations run broader engagement surveys or quick pulse surveys to track experience. These might include questions about feeling connected to the team, work-life balance, support from management, etc. For example, asking “On a scale of 1-5, how connected do you feel to your team working hybrid?” or “How satisfied are you with your opportunity to collaborate in person?” yields data to create an engagement index. High engagement scores typically correlate with higher productivity and retention. It’s important to measure these over time – a dip in engagement might coincide with, say, a mandated office increase or a period of poor communication, providing insight to leaders. Pulse surveys (short, more frequent surveys) are especially useful in hybrid settings to catch issues in real-time remotepass.com . If your analytics platform (like Gather Sciences) includes a survey module, you can even tie survey responses to other metrics – for example, checking if those coming in 3+ days/week report higher or lower satisfaction than those coming in 1 day. Voluntary Participation Rates: A subtler experience metric is tracking participation in voluntary or non-mandatory activities, such as employee resource groups, virtual social events, or optional training sessions. When employees are engaged and the hybrid setup is healthy, people tend to show up for things they’re not strictly required to, whether it’s a virtual town hall or an in-office lunch & learn. For instance, attendance at optional events (percentage of employees who attend) can be measured. High turnout suggests employees feel connected and interested; low turnout could indicate disengagement or that people are stretched too thin remotepass.com . Another example is office utilization on “social” days – if you host, say, a Friday team-building day and only a few come in despite it being encouraged, that’s a signal worth investigating. Monitoring these kinds of participation metrics alongside direct survey feedback gives a richer understanding of employee experience. Absenteeism and Turnover Rates: These are traditional HR metrics but very relevant to hybrid experience. Absenteeism (as mentioned under attendance) can reflect not just illness but potentially stress or disengagement levels – a rising absenteeism trend could mean employees are unwell or unmotivated (possibly due to hybrid frictions). Turnover rate (especially voluntary turnover) is the ultimate lagging indicator of a poor employee experience. While many factors drive turnover, if your hybrid work approach is causing dissatisfaction, you may see a spike in people leaving. On the flip side, a well-executed hybrid model could improve retention. It’s wise to monitor turnover in conjunction with hybrid policy changes. For example, if requiring more office days leads to a jump in resignations, that’s critical feedback. Some organizations also track a “retention index” or intent-to-stay from surveys to gauge this proactively. Gather Sciences’ Balanced Hybrid philosophy underscores using data and employee input to continuously improve the model, which in practice means keeping an eye on these human-centered metrics and adjusting before they hit the breaking point gathersciences.com gathersciences.com . Performance & Productivity Metrics Performance and productivity metrics assess the output and effectiveness of employees in a hybrid work model. Ultimately, the goal of any work arrangement – hybrid included – is to maintain or improve productivity and performance. However, measuring productivity for hybrid teams requires shifting focus from traditional proxies (like hours in the office) to outcome-based KPIs deskbird.com deskbird.com . It’s not about where or when people work, but what they accomplish. Many companies have found that productivity can actually increase with hybrid work, but only if you have the right metrics to verify it remotepass.com . Below are some key KPIs in this category. These often rely on data from project management systems, performance reviews, or output logs – which can be integrated or analyzed alongside other hybrid metrics to see, for example, if those spending more time in office produce more, or if remote flexibility is impacting output. Essential productivity KPIs include: Task Completion Rate: This metric measures the percentage of assigned tasks that are completed within a given timeframe remotepass.com . It’s a straightforward indicator of throughput. To calculate it, you’d take the number of tasks completed divided by the total tasks assigned (e.g., if a team completed 96 out of 120 tasks in a quarter, that’s an 80% completion rate) remotepass.com . Tracking this over time shows whether hybrid teams are staying on top of their workloads. A rising completion rate might indicate improved processes or focus, while a falling rate could suggest issues like overwork, distractions, or inefficiencies in the hybrid setup. It’s useful to pair this with qualitative context – for instance, if completion rates dipped during a particular month, was there something about the hybrid schedule (like many people out on vacation or a big transition to office) that contributed? Project Cycle Time: Cycle time gauges how long it takes to complete a unit of work from start to finish remotepass.com . In a support team example, if 320 support tickets took 80 hours in total, the average cycle time per ticket is 15 minutes remotepass.com . For a software team, cycle time might measure days from a feature request to deployment. Shorter cycle times generally mean more efficiency. In hybrid work, tracking cycle time can reveal if distributed work is slowing things down (e.g. if collaboration delays are causing longer turnaround) or if it’s as speedy as in-person work. It’s a great metric for identifying bottlenecks: if certain projects take longer when team members are remote, that might indicate a need for better tools or more in-person touchpoints at critical stages. Many agile teams already track this, and it can be folded into hybrid analytics to correlate with, say, meeting frequency or office days. Goal Attainment Rate: This KPI shows how close teams or individuals come to reaching their set targets or OKRs (Objectives and Key Results). It’s calculated as actual outcome / target outcome × 100% remotepass.com . For example, if the sales department’s quarterly goal was $100,000 and they achieved $90,000, their attainment is 90% remotepass.com . Monitoring goal attainment in a hybrid context ensures that flexibility isn’t coming at the cost of hitting targets. If certain teams consistently miss goals after adopting hybrid schedules, leaders might need to investigate whether communication, resources, or coordination issues are at play. Conversely, hitting goals consistently can reinforce that the hybrid model is effective. It’s worth noting that sometimes goal attainment can improve with hybrid work – employees might be more productive due to fewer commute hours and more focused time. The key is to have this metric in place to make that determination with data. Performance dashboards, like those from Gather Sciences, can be configured to pull in KPIs like these from various systems (CRM, project tools, etc.) so that you can see them alongside other metrics like attendance or engagement. Quality and Other Output Metrics: Depending on the nature of work, there may be quality-focused KPIs (error rates, customer satisfaction scores, etc.) and efficiency metrics (like Planned vs. Done ratio or backlog churn) that matter for productivity. While not unique to hybrid work, it’s wise to continue tracking these and see if there are any trends as work patterns change. For instance, if code quality metrics dip when developers work more remotely, that’s something to address (perhaps through better virtual code reviews or periodic in-person jam sessions). On the flip side, if customer support satisfaction remains high or even improves with a hybrid schedule, that’s a sign the model is sustainable. The bottom line is to focus on outcomes over activity – metrics like tasks done, goals met, and quality maintained are far more indicative of hybrid performance than metrics like “hours online” or “desk time” deskbird.com . As one hybrid work expert advised, avoid “productivity paranoia” metrics (like keystroke tracking) which can erode trust and don’t truly reflect value deskbird.com . Instead, lean into these meaningful KPIs that demonstrate real results. How to Choose the Right KPIs Choosing the right hybrid work KPIs is as important as tracking them – focusing on the wrong metrics can lead to misinformed decisions or counterproductive behaviors. Here are three practical rules to ensure you select metrics that truly matter for your organization: Align KPIs with Your Hybrid Work Goals: Start with the purpose behind your hybrid policy and the outcomes you expect. Are you aiming to improve productivity? Enhance employee well-being? Reduce real estate costs? Clearly define what “success” looks like for your hybrid model, and then pick KPIs that directly reflect those goals deskbird.com . For example, if improving collaboration is a goal, include a collaboration metric (like cross-team meetings or knowledge sharing frequency). Ensure leadership and stakeholders agree that these metrics tie to strategic objectives – this alignment builds buy-in and makes the data more actionable. Balance People Metrics and Business Metrics: A good KPI set covers both organizational performance and employee experience. Avoid weighting all metrics in just one area. For instance, tracking only productivity and cost might boost short-term output but overlook burnout, whereas tracking only engagement might make everyone happy but miss efficiency issues. Aim for a balanced scorecard of sorts: include some business outcomes (e.g. space utilization, project delivery, financial ROI) and some human outcomes (e.g. engagement scores, retention) deskbird.com . This ensures your hybrid strategy remains sustainable for both the company and its people. In Gather Sciences’ Balanced Hybrid™ framework, this principle is evident – it’s about blending structure with empathy, and data with culture. By having a mix of metrics, you get a holistic view and can avoid unintended consequences (for example, pushing a utilization metric so hard that you hurt morale). Keep It Actionable and Revisit Often: Don’t go overboard with dozens of metrics. It’s better to focus on a core set of meaningful KPIs that you can actually influence and that drive discussions. Choose metrics that are measurable with available data and that someone is accountable for. If a metric moves in the wrong direction, it should be clear what levers you can pull to address it. Also, be willing to refine your KPIs over time deskbird.com . Hybrid work is evolving, and so are business priorities. Review your metrics periodically (say, every quarter or after major policy changes) to ensure they’re still relevant. If a particular KPI isn’t providing insight or prompting action, consider replacing it. Likewise, as new challenges emerge (e.g. a push for more in-office time or a shift to a four-day week), update your metrics accordingly. The goal is a living, breathing KPI set that grows with your hybrid strategy. By following these rules – aligning with goals, maintaining balance, and staying flexible – you can craft a KPI dashboard that acts as an early warning system and a performance guide for your hybrid work model. Remember, the best KPIs are those that motivate the right behaviors and decisions. If the data is simply interesting but not influencing any change, it might not be the right metric. Frequently Asked Questions Why are hybrid work KPIs important? Hybrid work KPIs are important because they make the success of hybrid work measurable and manageable. Without data, it’s hard to know if your hybrid model is effective. Tracking key metrics turns subjective feelings (like “I think our team is productive remotely”) into objective evidence officernd.com . These KPIs help identify what’s working (so you can do more of it) and what’s not (so you can course-correct). Essentially, “you can’t improve what you don’t measure,” and hybrid KPIs provide the insight needed to continuously improve the hybrid work experience for both employees and the organization. How can we track office attendance without micromanaging employees? The best approach is to use aggregated, automated data rather than manual roll-calls. For example, leverage badge swipe systems, Wi-Fi check-ins, or desk booking logs to see how many people are coming in and when. This yields metrics like daily attendance and show-up rates without singling out individuals cbre.com . It’s also important to communicate why you’re tracking attendance – for instance, to optimize space and improve coordination, not to police every move. By focusing on broad patterns (e.g. “Tuesdays are our peak days with 60% attendance” or “Team A is consistently in-office more than Team B”), you gain useful insights while respecting individual flexibility. Many companies find that sharing attendance dashboards with employees can actually help them plan their in-office days together and boost collaboration, turning tracking into a transparent tool rather than a top-down surveillance. How do we measure productivity in a hybrid work environment? Measuring productivity in hybrid work means shifting to outcome-based metrics. Instead of tracking hours at desks or who’s online at what time, focus on what people actually produce deskbird.com . Useful productivity KPIs include things like tasks completed on time, projects delivered, sales closed, customer satisfaction, or other output relevant to your business. For example, you might measure the number of software features released per quarter or the quality scores of support tickets resolved. Additionally, use goal attainment (percent of goals met) to see if teams are hitting their targets remotepass.com . By monitoring these results-oriented metrics, you can gauge productivity fairly for both remote and in-office staff. It’s also a good practice to pair these with team-level reviews or 360-feedback to capture context around the numbers. The key is to avoid “productivity theater” metrics (like keystrokes or webcam time) which don’t truly reflect value and can erode trust. How can we gauge employee engagement and experience in a hybrid model? To gauge engagement and experience, use a combination of surveys and behavior metrics. Regularly deploy short pulse surveys or an Employee Net Promoter Score (eNPS) question to capture how people feel about the workplace remotepass.com . Questions might cover satisfaction with hybrid arrangements, sense of belonging, work-life balance, etc. The survey results give you direct feedback – for instance, an eNPS will quickly highlight if detractors (unhappy employees) are rising. Alongside surveys, look at indirect indicators of engagement: voluntary participation in optional meetings or events, turnouts on collaboration days, and even things like internal chat activity levels. If people seldom show up for optional gatherings or stop communicating, engagement might be low. Also keep an eye on attrition rates – a spike in resignations or transfers could indicate dissatisfaction with the hybrid environment. By blending the “voice of the employee” (qualitative data) with behavioral analytics (quantitative data), you get a well-rounded view of engagement. Importantly, act on what you learn – share back changes or improvements you’re making in response to feedback, which in turn boosts trust and engagement further. What is the Balanced Hybrid™ framework? The Balanced Hybrid™ framework is an approach developed by Gather Sciences to help organizations succeed with hybrid work. It centers on creating a personalized hybrid model that balances structure with flexibility. In practice, Balanced Hybrid™ means prioritizing meaningful in-person interactions, focused in-office activities, and consistency in schedules businesswire.com . Rather than a one-size-fits-all mandate, it uses data to tailor hybrid plans for different teams and departments. The framework is anchored in four pillars often referred to as People, Pattern, Place, and Purpose – ensuring the human element (people) and company culture (purpose) are kept in sync with the practical scheduling patterns and workplace design (place). A key aspect of Balanced Hybrid™ is measuring the right metrics: it employs workplace analytics to collect data on things like office usage and employee sentiment businesswire.com . Those insights inform adjustments to the hybrid strategy, making it a continuous improvement loop. Essentially, Balanced Hybrid™ provides a blueprint for hybrid work that is data-driven and employee-informed, aiming to maximize the benefits of both remote and in-person work while minimizing the downsides of each. Organizations that adopt this framework (and even pursue Balanced Hybrid Certification) signal that they are committed to a sustainable, high-performing hybrid work culture. Which hybrid work metrics matter most to executives? Executives are typically interested in metrics that tie hybrid work to business outcomes and strategic goals. High on the list is productivity metrics – leaders want to know that output and performance remain strong (or improve) with hybrid work, so KPIs like project delivery rates, sales figures, or client satisfaction often carry weight. Office attendance and utilization metrics also matter, but mainly in terms of optimizing resources: for instance, a CEO or CFO will care about whether real estate is being used efficiently and if there are cost savings from hybrid policies (e.g. reduced space needs) deskbird.com . They may look at high-level stats such as average attendance rates and peak utilization to make portfolio decisions. Additionally, engagement and retention data is crucial to executives – happy, engaged employees tend to be more productive and stick around longer, which impacts the bottom line. So metrics like engagement scores, eNPS, and turnover rates get attention, especially in today’s talent-sensitive environment. In summary, while operational teams might dive into the weeds of specific KPIs, executives prefer an at-a-glance dashboard that connects hybrid work to productivity, cost, and people outcomes. A well-rounded hybrid KPI report for leadership might include one key metric from each category: e.g. “attendance is X%, space utilization Y%, engagement score Z, and output metric (like sales or projects) at target.” This shows a balanced scorecard of hybrid work health, aligning with what leadership cares about most. References: CBRE Research – “The Math Behind the Hybrid Workplace” (Jan 2024) – definitions of office attendance, show-up rate, and utilization metrics cbre.com cbre.com . Gather Sciences Press Release – “Balanced Hybrid™ Framework Launch” – overview of the Balanced Hybrid approach and data-driven hybrid work solution businesswire.com businesswire.com . Remotepass Blog – “How to Measure the Success of Hybrid Work” – examples of productivity, collaboration, and engagement metrics in a hybrid setting remotepass.com remotepass.com . OfficeRnD Insights – “4 Crucial Hybrid Work KPIs” – discussion of collaboration vs. focus time, utilization, well-being, and productivity metrics for hybrid teams officernd.com officernd.com . Deskbird Guide – “How to Measure Hybrid Work Success (2025)” – guidance on choosing outcome-based KPIs, balancing metrics, and avoiding vanity measures deskbird.com deskbird.com . VergeSense Blog – “7 Key Employee Experience Metrics” – definitions of eNPS, absenteeism rate, and other experience-related KPIs vergesense.com vergesense.com . Avuity Article – “How to Manage & Measure Hybrid Work Attendance” – tips on attendance tracking and additional hybrid metrics like space bookings and NPS avuity.com avuity.com .