Half of workers say remote work boosts productivity but few employers agree, survey finds

Nearly half (46 per cent) of employees believe they are more productive working from home, compared to just 16 per cent of employers that agreed with them, according to a new report.

The Micheal Page Talent Trends Survey, which gathered insights of 2,400 participants, also found that nearly half (47 per cent) of respondents would consider switching jobs if their work arrangement changed. 

The proportion of professionals with a hybrid working environment increased to 59 per cent, from 55 per cent in 2024.

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Half of employees feel more productive when working from home, research finds

Key reasons employees felt more effective working from home included improved concentration (93 per cent), better time management (72 per cent) and greater control over their work environment (69 per cent).

However, most hiring managers felt office settings were more productive for relationship building (68 per cent), ease of collaboration (58 per cent) and more immediate feedback (54 per cent). 

Additionally, 34 per cent of professionals said they noticed no change in their productivity regardless of where they worked – whether from home or the office.

Impacts of the disconnect between employers and employees

Jo Benelisha, director of Strictly Recruitment, said the disconnect in perceptions of productivity was “particularly telling”, adding that we were seeing a “fundamental misalignment in how productivity is measured and perceived”, stemming from “different priorities and perspectives”. 

Simon Roderick, managing director of Fram Search, said the stats highlighted how complex talent management had become. “We’re seeing a gradual return to the office, but there’s a disconnect: individuals often feel more productive at home, while managers focus on collective output, which can improve when teams are together in person,” he explained. 

“Both perspectives are most likely right. Since the pandemic, expectations have shifted – flexibility is now key to attracting and retaining top, diverse talent.”

Shazia Ejaz, director of campaigns at the Recruitment & Employment Confederation, agreed, saying the findings were a “wake-up call” for employers about what they needed to do to attract and retain talented people. 

“The survey indicates that lagging productivity in the UK is a challenge for both employers and the government,” she said. “One potential solution is for companies to adopt approaches that work best for them by aligning their goals with employee feedback on the most effective ways of working.”

Work-life balance surpasses career ambition as main focus

Work-life balance was the number one priority for 36 per cent of respondents in 2025, up from 34 per cent in 2024, closely followed by job satisfaction, with 23 per cent citing this, down from 26 per cent in 2024. 

Fourteen per cent cited mental health as their number one priority, up from 13 per cent in 2024.

In contrast, just 9 per cent said their number one priority at work was success in their career, up from 7 per cent in 2024.

Worringly, almost half (43 per cent) of employees said they had little to no trust in their leadership to balance business needs with employee wellbeing. Additionally, a quarter (25 per cent) of candidates said they were currently looking for a new role because they were unhappy with decisions made by their leadership team. 

Benelisha said the growing prioritisation of work-life balance reflected a “significant shift in workforce values”.

“This isn’t surprising given the collective reassessment of priorities many experienced during and after the pandemic era,” she added. 

Ejaz said: “Employees want a clear sense of purpose, flexibility and trust. To thrive in today’s market, businesses must put people strategy at the heart of their growth plans by listening to their workforce, building inclusive cultures and offering roles that can allow people to work and juggle other needs.

“Such investments are essential not only for attracting and retaining talented workers but also for driving long-term business success.”

Uptake in AI use

The report also pointed to a significant uptick in the number of professionals who use AI in their jobs; two in five (41 per cent) professionals said they made use of the tech in 2025, up from just 19 per cent in 2024.

A large majority (83 per cent) used it once a week, and 37 per cent claimed they used it daily. 

A staggering 76 per cent said AI tools had increased their productivity in the workplace, while 73 per cent felt the tools had improved the quality of their work. An additional 67 per cent said the use of AI has helped them focus on more fulfilling tasks. However, at the same time, a recent Acas survey found a quarter (26 per cent) of workers thought AI would lead to job losses.

How should businesses manage disagreements over flexibility? 

“To attract and retain the best, organisations need to move beyond rigid models and instead focus on outcomes, trust and tailored flexibility,” explained Darren Hayman, managing director of Macmillan Davies. “The companies getting it right are the ones treating hybrid working not as a compromise, but as a strategic advantage.”

Benelisha said organisations must recognise that flexibility was no longer just a perk but an expectation. She also advised development of more nuanced productivity metrics that measured outcomes rather than presence or visibility.

“Be intentional about office time – if employees are required onsite, ensure those days maximise the benefits of in-person work through meaningful collaboration and relationship-building activities,” she suggested. 

Benelisha also advised organisations to acknowledge the legitimate productivity benefits of remote work for certain tasks, and to develop hybrid models that truly leveraged the strengths of both environments. “The most successful employers will likely be those that can bridge this perception gap by creating work environments that honour employees’ desire for balance while facilitating the collaboration and relationship building that organisations value,” she concluded.

For further information on this topic, read the CIPD’s guide to getting the most from hybrid working