The Evolution of Hybrid Work
The COVID-19 pandemic catalyzed a global shift to remote work, especially in IT. Canadian public sector organizations adapted quickly, leveraging tools like Teams, Zoom, and Slack to maintain productivity. Over time, remote work evolved into hybrid models, which proved viable and beneficial. However, these arrangements also required intentional communication, clear expectations, and new cultural strategies.
Federal IT workers transitioned to remote work in March 2020. By May 2022, departments began testing hybrid models, culminating in a Treasury Board Secretariat directive for two to three days onsite. In May 2024, this was updated to a minimum of three days onsite for employees and four for executives (Direction on Prescribed Presence). Compliance has been uneven, with resistance from employees and unions.
Provincial governments followed similar paths. Québec embraced hybrid work as permanent, mandating three remote days weekly. British Columbia and Alberta also support hybrid models. Municipalities tailor arrangements to job functions, with MISA Canada offering resources to guide implementation.
Ontario maintained a hybrid model for three years before announcing a shift to four days onsite starting October 2025, with full-time in-office work by January 2026. This abrupt change has sparked backlash from IT workers and unions. Premier Doug Ford defended the move, citing economic revitalization and improved public service (CTV News).
Evidence Supporting Hybrid Work
Info-Tech’s State of Hybrid Work in IT reveals that hybrid models – especially those with 25-50% remote work – maximize IT effectiveness. Key findings include:
- 88% of respondents reported increased or stable customer satisfaction in core IT functions.
- Hybrid arrangements improve engagement, productivity, retention, and reduce facility costs.
- Fully onsite IT teams report lower effectiveness.
- Fully remote organizations place higher demands on IT, increasing risk and reducing effectiveness.
Hybrid work also supports broader talent strategies. A Forbes study found that 54% of workers would switch jobs for more flexibility, reducing turnover by 12%. The Federal Reserve notes that flexible schedules support diversity, equity, and inclusion – critical for public sector leadership.
To manage hybrid teams effectively, Info-Tech recommends revisiting frameworks and expectations. The Equip Managers to Effectively Manage Virtual Teams guide offers practical strategies for IT leaders.
The Productivity Narrative
Despite the benefits, hybrid work faces scrutiny amid concerns about declining productivity. Public trust in institutions is waning (OECD), and productivity has become a focal point.
Statistics Canada data shows minimal productivity changes across government sectors, with no gains in private industries either. This suggests a systemic issue, not one tied to remote work.
Canada’s productivity lags OECD peers. In 2023, Canadian workers produced USD 74.7/hour (PPP-adjusted), compared to USD 97.0/hour in the US (OECD Economic Surveys: Canada 2025). Investment per worker has also declined, falling from an index of 100 in 2014 to 84 in 2024, versus 127 in the US and 112 across OECD nations.
Canada ranks 29th out of 38 OECD countries in productivity (OECD Compendium of Productivity Indicators 2024). These figures underscore the urgency of investing in productivity – not reverting to outdated work models.
Recommendations
Public sector IT teams must resist blanket RTO mandates. Instead, they should:
- Review exception management processes, including policy foundations, attestation, and oversight.
- Define exceptions clearly to avoid setting new norms.
- Align work arrangements with talent and retention strategies.
Leadership is critical. IT leaders must challenge outdated norms and advocate for effective, flexible work models. Younger IT professionals expect progressive leadership and won’t tolerate complacency.
Conclusion
Hybrid work has proven its value in the Canadian public sector IT landscape. It fosters collaboration, innovation, and satisfaction – key ingredients for retention and productivity. Yet, misguided RTO mandates threaten these gains. IT leaders must push back, armed with data and a vision for the future. Investing in hybrid frameworks, technology, and leadership will yield far greater returns than forcing a return to outdated office norms.
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