Workplace wellness isn’t just a trendy buzzword anymore. Workplace wellness has become one of the foundations of how we show up at work every day. This is due to the rise of workplace flexibility. It is also influenced by the return of a results-driven culture. When a person feels balanced in the workplace, they receive more support. Their life and work styles become healthier. As a result, they achieve remarkable results for themselves and the organization as a whole. Additionally, people experience a growth in personal motivation. They also show more engagement with the challenges and circumstances they face. Those people find greater satisfaction in their daily responsibilities.
With the rise of remote work, traditional leaders feared losing control over workplace events. Their fear grew exponentially. This mirrored the growth in people’s satisfaction. The trend of giving people more space while expecting only commitment and results emerged during the pandemic in 2020. It shifted in 2021, when companies began asking people to return to offices they had left. When companies regained control over the working process, managers and leaders became more suspicious. They grew distrustful of how people work and what they deliver compared with what they imagine can be delivered. Questions about productivity and discussions about efficiency are no longer limited; they are open to all. Larger companies began implementing policies to encourage employees to return to the office. They limited their freedom to do what they do best. This freedom was exercised in the comfort that people have already created for themselves. The rise of that practice started draining the wellness people have created for themselves. Many people reacted as if they were going to quit their jobs. Leaders and companies quickly increased automation. This resulted in countless discontinuities in the labor efforts people had put into their work before. However, even if the company shifts in that direction, individuals must still take charge of their own path. They need to decide whether it benefits or harms their well-being. Even if the boos are against hybrid and remote work, there are ways to use that situation to your advantage. Transform it into a gain rather than an obstacle for yourself. Here are some practical techniques. They help you avoid excessively damaging your relationship with your direct manager and the leadership team of your organization. Sounds like a win-win for you? Let’s turn it into a working plan.
Empower yourself by focusing on results rather than current documentation. This shift in perspective puts you in control of your productivity and instills confidence in your ability to deliver, regardless of your physical location.
The core concept of working in the office is that a person is more productive under certain conditions. They are productive when they know others can see them not working. They also perform well when they are not afraid of being punished. This is a normal situation. But intelligent game changers focus on shifting that discussion from where (the workplace) to what (the accomplishments you have). To do that, you may need to carefully document the projects you completed. List tasks you finished and objectives you achieved. Compare these to deadlines, expectations, and measurements you established. When you measure value against tangible outcomes, the importance of being there decreases. The skeptical argument against productivity and efficiency in a controlled environment is then defeated. While this needs consistency, the results are often excellent. It may take the form of short progress updates highlighting personal contributions, so your personal productivity is impossible to ignore.
Purpose-driven Over-Communication
As in any other situation, when working remotely, your strongest asset is your ability to communicate. It is what many people working remotely forget. And this creates distrust and skepticism. This happens even if they really do work. It occurs no matter how much work is done or how many tasks are completed at the end. When working remotely, communication becomes your strongest ally. This may mean the individual maintains a consistent plan. They inform their line manager of their activities in a non-provocative way. A simple list may include prompt responses to tasks or asks within the agreed and communicated deadline. It may also include frequent briefings on the agenda. You should also communicate how you move through the different elements of the list. The key here is strategic visibility into what the person achieves, not where they are physically.
Construction and sharing of non-negotiable Wellness Boundaries
No matter if your manager recognizes it, your wellness matters most. It is what an individual should think about and focus on. After all, the person is participating in some of the action agendas, but their priority should be their personal wellness. Every individual has their own unique productivity and efficiency window. The most important thing to ensure results are achieved is to defend that window. Another thing people often forget in the office is taking regular breaks. But not these breaks, when you were going out with some colleagues for a quick chat. It should be a personal break time that recharges the individual. The boundaries every individual sets are not selfish. They are there to protect productivity and efficiency. They also prevent burnout. These boundaries are set based on the individual’s unique profile. When established, those boundaries should become a consistent habit and be communicated clearly. That saves them from being seized upon and protects the individual’s choice.
Implementation of rituals that ground the individual and not the status quo
Develop personal wellness rituals that work across both environments. This might include a morning walk before starting work. Another option is a midday stretching routine. You could also try an end-of-day journeying practice that helps you transition out of work mode. These rituals serve as anchors that maintain your well-being, regardless of external pressures or your manager’s attitude. They’re yours to control and nurture.
Build alliances with supportive colleagues. Knowing that you’re not alone in valuing hybrid work can provide reassurance and reduce feelings of isolation, enhancing your overall well-being.
You’re likely not alone in valuing hybrid work. Connect with coworkers who share your perspective and support each other’s wellness goals. This network provides emotional support, practical advice, and validation when you’re feeling frustrated. Sometimes just knowing others understand your situation can significantly reduce stress and help you maintain perspective.
6. Master the Art of Strategic Office Presence
When you are in the office, make it count. Use those days for face-to-face meetings, collaborative projects, and relationship-building with your manager and team. Show enthusiasm and engagement during in-person interactions. This strategic approach demonstrates that you value office time for its unique benefits. At the same time, you keep the hybrid balance you need for wellness.
7. Invest in Your Professional Development
Take initiative to grow your skills and advance your career, regardless of your manager’s views on hybrid work. Enroll in online courses, pursue certifications, or volunteer for challenging projects. When you’re clearly invested in your growth and the company’s success, your work location becomes less relevant. Your ambition and results speak louder than any doubts about remote work.
8. Know Your Worth and Plan Accordingly
While working on the relationship with your current manager, recognize that your wellness is paramount. If the situation doesn’t improve, and it continues to impact your mental or physical health, consider other options. Explore possibilities that will better support your well-being. Research your company’s policies about hybrid work. Consider internal transfers to more supportive managers. Start exploring opportunities with organizations that genuinely value work-life balance. Your wellness is not negotiable.
The Bottom Line
Creating workplace wellness in a hybrid environment with an unsupportive manager is challenging but entirely possible. It requires intentionality, clear communication, and unwavering commitment to your own well-being. Remember that your motivation and engagement—the very things that make you valuable to any employer—depend on maintaining this balance.
You deserve a work environment that supports your wellness, and by implementing these strategies, you’re taking control of what you can while navigating what you cannot. Stay focused on your results, protect your boundaries, and never apologize for prioritizing the balance that allows you to thrive. Your best work emerges not from exhaustion and resentment, but from a place of health, energy, and genuine engagement.
The Human place - a path from you to yourself 