2026 Report
The future of workplace experience
The trends shaping work now — and what employees need to feel productive, connected, and motivated onsite.
Download the reportEmployees are hungry for stability and connection at work
The workplace has entered a new era. Expectations about when — and how often — people come into the office have shifted, AI has gone from an experiment to an everyday tool, and employees are navigating a landscape that’s changing faster than most organizations can track.
On the surface, workers seem to be keeping pace: 81% say they’re happy with their current work-life balance. But look closer, and a tension emerges. Employees want more stability and control — over where they work, how they spend their time, and what their days onsite look like.
In this year’s report, based on a survey of 1,002 full-time U.S. workers, we look at what people want from their workday, and how organizations can drive productivity without burning people out. We examine how AI is reshaping productivity, why human connection remains at the center of thriving workplaces, and how leaders can use office design and food to give employees a genuine reason to work on-site.
Key findings at a glance
Hybrid is how employees want to work
Nearly 6 in 10 workers (58%) say a hybrid setup is their ideal work model.
Perks, not pressure, bring people onsite
Among hybrid and remote workers, 80% say there are perks that would incentivize them to work onsite more often.
AI is making work faster — not calmer
63% of workers have recently used AI to streamline work tasks, but only 39% say their company provides AI training for their role.
Workers see a clear link between “always on” and burnout
74% agree that being productive all the time leads to burnout, and 52% feel pressured to be “on” and responsive throughout the workday.
Connection is a performance and retention booster
79% agree that having friends at work helps drive better results for the company.
Food is a high-impact driver of productivity, retention, and connection
67% of workers say a daily or weekly employer-provided meal would make them more productive.
Employees want flexibility — and a good reason to work in person
When workers picture their ideal workweek, it’s hybrid. 58% of workers say a hybrid setup is their preferred way to work, with models that offer employee choice leading the way. The most popular choice is hybrid-optional (37%), where employees have the flexibility to decide their in-office days.
Year over year, preference for fully onsite work has dropped 45% since 2025, while fully remote preference has risen 37%.
| Ideal workplace model | 2025 | 2026 |
|---|---|---|
| Hybrid (required + optional) | 60% | 58% |
| Fully remote | 24% | 32% |
| Fully onsite | 17% | 9% |
RTO without perks is a risky move
As companies bring formerly remote employees back onsite, perks and incentives are often missing — and it’s putting retention on the line. Among workers who were previously remote, 76% say they expect a new perk when their work model changes. Yet 47% of this group report they didn’t receive any new perks when onsite requirements were introduced.
That gap between expectation and reality doesn’t just hurt morale — it shows up in retention risk. When remote workers are required to be onsite without any incentive, they’re 27% more likely to be actively looking for a new job compared to those who received a perk tied to their work model change.
All signs point to an onsite future
Even employees who aren’t fully onsite yet can feel where things are heading. 26% of hybrid and remote workers say they expect their company will eventually shift to a fully onsite model. For many, return-to-office policies don’t feel temporary — they feel like the start of a more permanent change.
Perks, not pressure, are what bring people into the workplace
As companies increase onsite expectations, employees are clear about what would actually make the commute feel worthwhile. 80% of hybrid and remote workers say there are certain perks that would incentivize them to work onsite more often — and three themes rise to the top.
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Header: Top incentives that motivate workers to come onsite
Subhead:
- Flexible hours
- Food-related perks
- Generous vacation
When companies combine flexible work models with tangible benefits that make office days feel worthwhile, they’re far more likely to earn employees’ presence — and their long-term loyalty.
Technology is deepening the need for human connection
From Slack pings to Zoom calls, technology now powers nearly every part of the workday. 74% of employees say it enhances communication and 71% say it improves collaboration and saves them time. But the speed it introduces doesn’t always bring peace of mind: 31% of workers feel worried or anxious about AI becoming more embedded in their jobs.
As AI takes on a greater role in the way employees work — often without formal training — people are accomplishing more, but feeling less grounded. That tension makes human connection at work more important than ever.
AI is everywhere — and workers are figuring it out on their own
Employees lean on AI tools to keep up with work demands, but most are still learning as they go. Workers across levels are experimenting with AI to streamline everyday tasks, even as many say they haven’t received clear guidance or training on how to use these tools for their jobs.
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Header: Employees are using AI faster than companies are training
Subhead:
- 63% of workers have recently used AI to streamline work tasks, up 7% from last year
- Directors and C-suite leaders are 24% more likely to use AI than individual contributors and managers
- Only 39% of workers say their company provides AI training for their role
AI makes work faster — but less human
For many employees, AI has become a powerful productivity partner, helping them move faster and handle more work. But as workers increasingly turn to AI for answers and support, it can also get in the way of real relationships at work, replacing some of the conversations and interactions that used to happen between coworkers.
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Header: Efficiency can weaken human connection
Subhead:
- Among workers who have recently used AI, 86% agree it makes them more efficient and productive
- 36% of employees who have recently used AI now turn to AI tools with their questions instead of reaching out to a coworker
- 24% of employees agree AI tools are beginning to replace genuine human connection at work
Workers are just as cautious about AI as they are curious
Despite widespread adoption, most employees aren’t all-in or all-out on AI. Many feel a mix of curiosity, excitement, caution, and anxiety as these tools become more central to their roles. Concerns about job security are especially strong among earlier-career employees and those in individual contributor or manager roles, who are closer to the day-to-day work AI could affect.
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Header: How workers really feel about AI
Subhead:
- Curious: 47%
- Cautious/Untrusting: 45%
- Excited/optimistic: 37%
- Worried/anxious: 31%
Job-security concerns:
Subhead:
- 25% of workers are worried AI could replace their position
- Individual contributor and manager-level employees are 83% more likely than directors and C-suite leaders to worry AI could replace their role
What workers need to be productive — without burning out
Technology and AI are creating efficiencies, but nonstop output isn’t the only goal of a productive workforce. Workers themselves say better results come from flexibility and access to everyday essentials, like food, focus time, and manageable workloads. At the same time, many feel pressured to be “always on,” and some are setting boundaries to avoid burnout.
Employer-provided meals boost productivity
Employees say they can stay more focused on work when they don’t have to plan, pack, or pick up lunch. Many see employer-provided meals as a straightforward way to remove friction from the workday and support their productivity.
Yet only a fraction of workers have access to meal perks, leaving a gap between what employees want and what employers offer today.
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Header: Employer-provided meals fuel focus
Subhead:
- 67% of workers say that a daily or weekly employer-provided meal would make them more productive
- Gen Z and Millennials are 35% more likely than Gen X and Boomers to say a meal benefit would boost their productivity
- Only 10% of workers currently have access to a meal benefit
The cost of being “always on”
Workers see a clear link between constant productivity and burnout. 74% agree that being productive all the time leads to burnout, and 52% feel pressured to be “on” and responsive at all times during the workday.
That pressure isn’t the same for everyone. Individual contributors and managers are 15% more likely than leaders to say nonstop productivity leads to burnout, and hybrid-optional workers report the lowest “always on” pressure, with 40% saying they feel pressured to be constantly responsive — the lowest level of any work model.
How workers protect themselves from burnout
Even with these pressures, most employees are taking steps to keep work from taking over. 86% of workers say they have some kind of boundary in place to protect their work/life balance.
The most common boundaries include taking mental health days, limiting work on personal devices, and protecting time on the calendar so work doesn’t spill into every hour of the day.
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Header: How workers set their own burnout boundaries
Subhead: 86% of workers have some kind of boundary to keep work from taking over
- Mental health days: 50%
- No work notifications on personal devices during non-working hours: 46%
- No work apps on personal devices at all: 33%
- No meetings on certain days or times: 29%
Connection is the secret to better work
In a fast-moving workplace, human relationships help people feel grounded. Workers say connection boosts productivity, strengthens results, and makes them more likely to stay at a company. But as hybrid and remote work reshape how people interact, building those connections takes more intention than ever.
Social time at work can improve business performance
Workers describe friendships and social time at work as directly tied to how they feel about their job, how they perform, and whether they stay. When people have time to connect with coworkers during the workday, they report benefits for both themselves and the company.
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Header: How social time boosts performance and retention
Subhead:
- 79% agree that having friends at work helps drive better results for the company
- 69% of workers say socializing with coworkers during the workday makes them more productive
- 69% say this social time makes them more likely to stay at the company longer
Work friendships matter, but they’re becoming harder to cultivate
66% of workers say having friends at work is important, yet only 60% currently have friends at work, down from 65% in 2025.
Hybrid and onsite workers are 74% more likely to have friends at work than fully remote workers. They’re also 70% more likely to say having friends at work is important, and 41% more likely to agree that friendships with coworkers drive better company results.
Food is a fast track to connection
Employees link food-centered time with stronger relationships. When teams gather around meals at work, they say it helps them feel more connected to coworkers and changes how comfortable they are asking for help.
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Header: Food makes connection feel easier
Subhead:
- 69% of workers agree that food-focused work events help them feel more connected to coworkers
- 60% are more likely to ask a work favor of someone they’ve shared a meal with than someone they’ve only met online
The next generation of work: Ambitious, anxious, and hungry for leadership and connection
Gen Z has fully arrived in the workforce — and they’re reshaping expectations in fundamental ways. Understanding what drives this generation is no longer optional for companies that want to compete for talent.
Younger workers are less likely to say yes
Gen Z workers are more selective than prior generations when it comes to accepting jobs, taking on extra work, or tolerating conditions that don’t align with their values. Their limits are clearly defined — and more firmly held than Millennials or Gen X at the same career stage.
of Gen Z employees would turn down a job offer that didn’t align with their personal values
For younger workers, relationships at work are especially important
While all employees value workplace relationships, Gen Z places a uniquely high premium on them. The quality of team relationships is one of the top factors determining whether a young worker will stay or go.
say workplace relationships significantly influence their decision to stay at a company
rank strong team culture as more important than salary when evaluating job offers
Mentorship is a bright spot for Gen Z
Despite their reputation for independence, Gen Z workers are actively hungry for mentorship. Those with mentors report dramatically higher job satisfaction and career confidence — and they’re far more likely to recommend their employer to others.
of Gen Z employees with mentors report significantly higher job satisfaction
Tech savvy, but more anxious about AI
Gen Z workers grew up with technology — but that familiarity breeds a more nuanced, and often more anxious, relationship with it. They understand AI’s capabilities better than older workers, making them more acutely aware of what’s at stake.
of Gen Z employees express more concern about AI’s workplace impact than Millennials or Gen X
Gen Z: Hungry for the workplace perks that matter most
For Gen Z, perks signal values. A company that invests in its people — through quality food, meaningful benefits, and a great culture — communicates that it sees employees as whole humans. That message resonates deeply with younger workers evaluating more than just salary.
Younger workers are more motivated by food
Food perks hit differently for Gen Z. This generation grew up during the rise of food culture and places significant social and emotional weight on shared meals. Workplace food benefits aren’t just convenient — they’re a signal of care and community.
of workers under 30 say food perks would meaningfully influence their decision to accept a job offer
Small changes, big impact: Keeping pace with change
You don’t need a complete workplace overhaul to make a meaningful difference. Our research points to specific, actionable improvements that deliver outsized returns on engagement, satisfaction, and retention.
Workers want more support for career development
Career growth consistently ranks among the top drivers of employee retention. Workers who believe their employer is invested in their development stay longer, perform better, and advocate more strongly for their company.
say they would stay longer at a company that actively invested in their career development
Design offices around collaboration and small group work
The most compelling reason employees come to the office today is to collaborate with their team. Office designs that prioritize communal spaces, project rooms, and social areas over individual workstations deliver more value in the hybrid era.
of employees say they come to the office primarily to collaborate — not to do solo work
Give employees the flexible food policy they’re asking for
Rigid, one-size-fits-all food programs miss the mark. Today’s employees want food benefits that flex with their work arrangements — options that work whether they’re in the office three days a week or fully remote.
of HR leaders say flexible food benefits outperform traditional catering in employee satisfaction
of employees want food benefits that work regardless of where they’re working that day
How teams manage recurring meals across the workplace
Feeding a hybrid team consistently and efficiently is a real operational challenge. But companies doing it well have found that the right approach — flexible, scalable, and easy to manage — pays dividends in both culture and productivity.
A flexible, scalable food benefit is hybrid and remote-friendly
The most effective workplace food programs share three attributes: they’re flexible enough to serve employees wherever they work, scalable enough to grow or shrink with team needs, and simple enough that administrators aren’t buried in logistics. A dedicated food management platform makes all three possible simultaneously.
of companies using flexible food platforms report higher participation rates than traditional catering
more likely to meet team food program goals when using a dedicated management platform
reduction in time spent managing food orders when teams use automated recurring meal programs
Survey methodology
ezCater commissioned an independent research firm to conduct an online survey of 1,024 full-time U.S.-based employees between the ages of 18 and 65. The survey was fielded in March 2024 and includes respondents across a wide range of industries, company sizes, and work arrangements — including fully in-office, hybrid, and fully remote workers. Results were weighted to reflect the current U.S. workforce by age, gender, region, and industry. The margin of error is ±3.1 percentage points at a 95% confidence level.