One Monday morning, a friend invited me to go to the gym. Curious, I asked him, "Wala kang pasok?" (“You don’t have work today?”). He casually replied, "Magpapakita lang ako sa office sandali, tapos time-out na rin ako. Hybrid naman kami.” (“I’ll just drop by the office for a bit, then I’m clocking out. We’re hybrid, after all.”)
At the time, I didn’t quite understand what kind of work lifestyle that was. It didn’t seem like “quiet quitting” — I knew he was passionate about his job, just not particularly fond of his bosses. Or maybe, I thought, it was some evolved version of quiet quitting I hadn’t heard of yet.
It wasn’t until I spent time in the United States that I came across a new workplace term that tied everything together: coffee badging. Suddenly, it all made sense. What my friend did that day? That was coffee badging.
The term was popularized by Owl Labs in their 2023 State of Hybrid Work report, which revealed that 58% of hybrid workers had coffee badged at least once.2 This practice has become a subtle yet strategic way for employees to navigate rigid return-to-office policies, without giving up the autonomy they grew accustomed to during the remote work era.
Let's Backtrack: The Great Resignation
A study by Sprout Solutions revealed that the average voluntary attrition rate in the Philippines rose from 1.31% in 2020 to 2.27% in 2021—a 73% increase across various industries. This spike was largely driven by abrupt changes in work arrangements, lack of work-life balance, and pandemic-related uncertainties. 3
This period also coincided with the time when many companies began calling for a return to the office. Interestingly, 47% of work-from-office (WFO) leaders expressed interest in adopting a hybrid model, while 62% viewed hybrid or remote setups as the future of work. 4
In the BPO sector, the Alliance of Call Center Workers reported that a significant number of employees considered resigning if work-from-home arrangements were not extended. Many cited challenges, such as the need to relocate back to urban centers and the associated financial burden. 5
Fast forward five years, and the preference for flexible work remains strong. A report by The Times noted that Filipino workers are among the most reluctant in the world to return to the office, averaging just 1.4 days per week onsite, and many would prefer even less. 6 This trend highlights a persistent demand for remote or hybrid work arrangements in the post-pandemic workplace.
Why Filipinos Demand WFH or Hybrid?
Filipino workers have increasingly favored remote and hybrid work arrangements due to a combination of economic, personal, and professional factors. Here are the top reasons driving this preference:
1. Significant Cost Savings
Remote and hybrid work arrangements help Filipino workers reduce everyday expenses, such as commuting, food, and clothing. A study by Cisco revealed that Filipino employees could save as much as ₱342,000 annually by working in a hybrid setup, largely from decreased transportation and meal costs.7
2. Improved Work-Life Balance
Flexible work setups allow employees to take control of their schedules, improving personal time and reducing burnout. A study by Sprout Solutions found that 91% of Filipino workers preferred remote or hybrid arrangements, primarily due to better work-life integration.8
3. Time Saved from Commuting
Traffic congestion and long travel hours are common in many urban centers in the Philippines. With hybrid work, 74% of workers reported saving at least four hours per week, providing more time for personal or family matters.9
4. Access to Global Job Markets
Remote work has made it easier for Filipino professionals to find employment with international companies without migrating. This has expanded career options and helped talents in the country remain globally competitive.10
5. Enhanced Mental and Physical Health
Employees working from home report lower stress levels and improved wellness. Having control over their environment and schedules has led to more balanced lifestyles and a positive impact on overall health.11
6. Strong Employee Preference for Flexibility
Job seekers are increasingly prioritizing flexibility in their job searches. According to JobStreet’s Global Talent Survey, 80% of Filipino respondents preferred roles that offered hybrid or remote work options.12
The Rise of Coffee Badging
After the COVID-19 pandemic, many companies began calling employees back to the office, typically for two to three days a week. However, these return-to-office (RTO) policies often lacked clear direction on which tasks should be done onsite versus remotely. Meanwhile, employees, who had already proven their productivity from home, began questioning the value of the daily commute.
In response, a quiet trend emerged: some employees started showing up just long enough to swipe their ID badge, grab a coffee, exchange brief pleasantries, and then head back home to finish their work remotely. This behavior came to be known as coffee badging.
Coffee badging is not an isolated phenomenon. It’s part of a larger workplace mindset shift, alongside trends like quiet quitting and bare-minimum Mondays. These movements represent more than simple disengagement; they reflect a collective desire to minimize unnecessary stress, protect personal time, and regain control over one's workday.
At its core, coffee badging is a subtle form of protest—a passive response to rigid, unclear, or outdated RTO mandates. It speaks volumes about how employees today define productivity, loyalty, and work-life balance. Rather than measuring value through physical presence, many now emphasize outcomes, autonomy, and trust.
Coffee badging isn’t always about laziness. It is an opportunity for alignment. When employees and organizations are on the same page, hybrid work becomes not only manageable but meaningful.
Are They Really Working From Home?
The golden question many leaders still ask is: Are employees truly working when they’re remote? I would be frank, I am not exactly sure. But we can rely on the data.
After years of research, the answer is surprisingly straightforward: Yes, most of them are working—and working well.
According to the State of the Global Workplace report by Gallup, fully remote workers are more likely to be engaged at work (31%) than those in hybrid setups (23%), on-site but remote-capable (23%), and fully on-site in non-remote-capable roles (19%).13
Experts point to autonomy as the key driver. When employees are trusted to manage their time and tasks independently, they tend to:
Play to their strengths
Reach “flow” states more easily
Use time more efficiently
In short, freedom fuels focus.
While remote work boosts engagement and productivity, it also comes with emotional and cognitive challenges. In fact, Gallup's same report revealed that fully remote workers also report higher levels of stress, anger, and loneliness.14
This may sound contradictory, but it reveals an important truth: Autonomy enhances productivity, but it can also increase mental strain.
Ultimately, remote work isn’t a problem to fix. It’s a reality to strategically embrace. While it may not be perfect, for many employees, it remains the most productive and preferred work setup.
HR leaders and organizations must acknowledge both its potential and pitfalls by providing mental health support, promoting digital collaboration tools, setting clear expectations, and encouraging periodic in-person connections. When done right, remote work can fuel not just individual productivity but sustainable business growth.
Lead Like a Coffee Master
In the era of coffee badging, leadership matters. As organizations navigate hybrid and remote work models, it’s no longer enough to simply enforce policies. Leaders must engage, empathize, and evolve.
A 2020 study by Great Place to Work titled "Return to Work and the Future Workplace" revealed a key insight: strong leadership is essential for maintaining productivity and promoting employee well-being, especially in remote or hybrid work environments.15 Poor leadership, on the other hand, can be a major barrier to success in flexible work environments.
According to Julian Lute, a strategic advisor at Great Place to Work:
“Employees in great workplaces believe their co-workers see them as whole people, with family, hobbies, and passions that they bring to work each day. When relationships are strong, employees feel energized and bring their skills to the table to collaborate on organizational goals.”
So, how should business and HR leaders respond? They must lead like a coffee master.
A coffee master is not just someone who knows how to brew the perfect cup. They understand the origin, process, flavor profile, and ritual behind every serving. They pursue continuous learning, guide others with patience, and create memorable experiences rooted in authenticity and care.
Corporate leaders are no different.
To lead like a coffee master means to have a deep understanding of your people—their backgrounds, current struggles, dreams, and personal contexts. It means showing up with intention, treating each interaction with care, and continually refining your leadership craft.
True leaders are those who create a positive ripple effect on their people, their organization, and the communities they serve. In today’s business climate, it’s outdated to think that the bottom line is merely profit. Progressive leaders understand that people are the new bottom line. When people are valued, profit follows.
And it all starts with connection.
Great leaders pause, connect, and humanize the workplace. Sometimes, the most transformative leadership moment begins with a simple invitation:“Hey buddy. Let’s slow down. Let’s have some coffee.”
ABOUT THE AUTHOR
Marlon is the Editor-in-Chief and Managing Director of Molmisa Point, leading its vision as a premier digital platform for leadership, business, and personal growth. A thriving leadership and management consultant, corporate trainer, and best-selling book author in the Philippines, he is also the founder of Mzone Training and Chairman of the Molmisa Group. Marlon holds a Master’s in Public Management from Ateneo de Manila University - School of Government and a postgraduate certificate from the Asian Institute of Management. He also co-founded the Business and Management Consultants Association of the Philippines.
References
1 Wikipedia contributors. (2024). Coffee badging. Wikipedia. https://en.wikipedia.org/wiki/Coffee_badging
2 Owl Labs. (2023). State of hybrid work 2023: Coffee badging and workplace trends. https://resources.owllabs.com/blog/coffee-badging
3 Sprout Solutions. (2022, February 17). Voluntary resignations in the Philippines up 73% – Sprout report. Philippine News Agency. https://www.pna.gov.ph/articles/1168037
4 Ibid.
5 GMA News Online. (2022, March 14). Significant number of BPO workers consider resigning if WFH setup not extended – ACCW. https://www.gmanetwork.com/news/money/companies/826154/significant-number-of-bpo-workers-consider-resigning-if-wfh-setup-not-extended-accw/story
6 Mendick, R. (2023, January 20). Only Filipinos more reluctant to go into the office than Britons. The Times UK. https://www.thetimes.co.uk/article/only-filipinos-more-reluctant-to-go-into-the-office-than-britons-t22dxdxjc
7 Esquire Philippines. (2022, May 25). Filipino workers save up to ₱342,000 annually with hybrid work arrangements. https://www.esquiremag.ph/money/industry/filipino-workers-save-p3000-hybrid-work-from-home-arrangements-a2765-20220525
8 BusinessWorld. (2022, January 24). Most Filipinos want a hybrid or remote workplace — HR study. https://www.bworldonline.com/labor-and-management/2022/01/24/425318/most-filipinos-want-a-hybrid-or-remote-workplace-hr-study
9 Esquire Philippines. (2022, May 25). Filipino workers save up to ₱342,000 annually with hybrid work arrangements. https://www.esquiremag.ph/money/industry/filipino-workers-save-p3000-hybrid-work-from-home-arrangements-a2765-20220525
10 Kinetic Staff. (2023). The remote work advantage: How Filipino experts turn challenges into career success. https://www.kineticstaff.com/the-remote-work-advantage-how-filipino-experts-turn-challenges-into-career-success
11 The Business Manual. (n.d.). 5 good reasons why a hybrid work setup works. https://thebusinessmanual-onemega.com/business-101/best-practices/new-normal-good-reasons-hybrid-work-setup
12 Manila Standard. (2023, October 9). Majority of PH workers want flexibility in post-pandemic work setup. https://manilastandard.net/?p=314259065
13 Pendell, R. (2025, May 8). The Remote Work Paradox: Higher Engagement, Lower Wellbeing. Gallup. Retrieved from https://www.gallup.com/workplace/660236/remote-work-paradox-engaged-distressed.aspx
14 Ibid.
15 Kazi, C., & Hastwell, C. (2025, May 20). Remote Work Productivity Study: Surprising Findings From a 4-Year Analysis. Great Place To Work®. Retrieved from https://www.greatplacetowork.com/resources/blog/remote-work-productivity-study-finds-surprising-reality-2-year-study
The New Workplace Trend: Coffee Badging
One Monday morning, a friend invited me to go to the gym. Curious, I asked him, "Wala kang pasok?" (“You don’t have work today?”). He casually replied, "Magpapakita lang ako sa office sandali, tapos time-out na rin ako. Hybrid naman kami.” (“I’ll just drop by the office for a bit, then I’m clocking out. We’re hybrid, after all.”)
At the time, I didn’t quite understand what kind of work lifestyle that was. It didn’t seem like “quiet quitting” — I knew he was passionate about his job, just not particularly fond of his bosses. Or maybe, I thought, it was some evolved version of quiet quitting I hadn’t heard of yet.
It wasn’t until I spent time in the United States that I came across a new workplace term that tied everything together: coffee badging. Suddenly, it all made sense. What my friend did that day? That was coffee badging.
The term was popularized by Owl Labs in their 2023 State of Hybrid Work report, which revealed that 58% of hybrid workers had coffee badged at least once.2 This practice has become a subtle yet strategic way for employees to navigate rigid return-to-office policies, without giving up the autonomy they grew accustomed to during the remote work era.
Let's Backtrack: The Great Resignation
A study by Sprout Solutions revealed that the average voluntary attrition rate in the Philippines rose from 1.31% in 2020 to 2.27% in 2021—a 73% increase across various industries. This spike was largely driven by abrupt changes in work arrangements, lack of work-life balance, and pandemic-related uncertainties. 3
This period also coincided with the time when many companies began calling for a return to the office. Interestingly, 47% of work-from-office (WFO) leaders expressed interest in adopting a hybrid model, while 62% viewed hybrid or remote setups as the future of work. 4
In the BPO sector, the Alliance of Call Center Workers reported that a significant number of employees considered resigning if work-from-home arrangements were not extended. Many cited challenges, such as the need to relocate back to urban centers and the associated financial burden. 5
Fast forward five years, and the preference for flexible work remains strong. A report by The Times noted that Filipino workers are among the most reluctant in the world to return to the office, averaging just 1.4 days per week onsite, and many would prefer even less. 6 This trend highlights a persistent demand for remote or hybrid work arrangements in the post-pandemic workplace.
Why Filipinos Demand WFH or Hybrid?
Filipino workers have increasingly favored remote and hybrid work arrangements due to a combination of economic, personal, and professional factors. Here are the top reasons driving this preference:
1. Significant Cost Savings
Remote and hybrid work arrangements help Filipino workers reduce everyday expenses, such as commuting, food, and clothing. A study by Cisco revealed that Filipino employees could save as much as ₱342,000 annually by working in a hybrid setup, largely from decreased transportation and meal costs.7
2. Improved Work-Life Balance
Flexible work setups allow employees to take control of their schedules, improving personal time and reducing burnout. A study by Sprout Solutions found that 91% of Filipino workers preferred remote or hybrid arrangements, primarily due to better work-life integration.8
3. Time Saved from Commuting
Traffic congestion and long travel hours are common in many urban centers in the Philippines. With hybrid work, 74% of workers reported saving at least four hours per week, providing more time for personal or family matters.9
4. Access to Global Job Markets
Remote work has made it easier for Filipino professionals to find employment with international companies without migrating. This has expanded career options and helped talents in the country remain globally competitive.10
5. Enhanced Mental and Physical Health
Employees working from home report lower stress levels and improved wellness. Having control over their environment and schedules has led to more balanced lifestyles and a positive impact on overall health.11
6. Strong Employee Preference for Flexibility
Job seekers are increasingly prioritizing flexibility in their job searches. According to JobStreet’s Global Talent Survey, 80% of Filipino respondents preferred roles that offered hybrid or remote work options.12
The Rise of Coffee Badging
After the COVID-19 pandemic, many companies began calling employees back to the office, typically for two to three days a week. However, these return-to-office (RTO) policies often lacked clear direction on which tasks should be done onsite versus remotely. Meanwhile, employees, who had already proven their productivity from home, began questioning the value of the daily commute.
In response, a quiet trend emerged: some employees started showing up just long enough to swipe their ID badge, grab a coffee, exchange brief pleasantries, and then head back home to finish their work remotely. This behavior came to be known as coffee badging.
Coffee badging is not an isolated phenomenon. It’s part of a larger workplace mindset shift, alongside trends like quiet quitting and bare-minimum Mondays. These movements represent more than simple disengagement; they reflect a collective desire to minimize unnecessary stress, protect personal time, and regain control over one's workday.
At its core, coffee badging is a subtle form of protest—a passive response to rigid, unclear, or outdated RTO mandates. It speaks volumes about how employees today define productivity, loyalty, and work-life balance. Rather than measuring value through physical presence, many now emphasize outcomes, autonomy, and trust.
Coffee badging isn’t always about laziness. It is an opportunity for alignment. When employees and organizations are on the same page, hybrid work becomes not only manageable but meaningful.
Are They Really Working From Home?
The golden question many leaders still ask is: Are employees truly working when they’re remote? I would be frank, I am not exactly sure. But we can rely on the data.
After years of research, the answer is surprisingly straightforward: Yes, most of them are working—and working well.
According to the State of the Global Workplace report by Gallup, fully remote workers are more likely to be engaged at work (31%) than those in hybrid setups (23%), on-site but remote-capable (23%), and fully on-site in non-remote-capable roles (19%).13
Experts point to autonomy as the key driver. When employees are trusted to manage their time and tasks independently, they tend to:
In short, freedom fuels focus.
While remote work boosts engagement and productivity, it also comes with emotional and cognitive challenges. In fact, Gallup's same report revealed that fully remote workers also report higher levels of stress, anger, and loneliness.14
This may sound contradictory, but it reveals an important truth: Autonomy enhances productivity, but it can also increase mental strain.
Ultimately, remote work isn’t a problem to fix. It’s a reality to strategically embrace. While it may not be perfect, for many employees, it remains the most productive and preferred work setup.
HR leaders and organizations must acknowledge both its potential and pitfalls by providing mental health support, promoting digital collaboration tools, setting clear expectations, and encouraging periodic in-person connections. When done right, remote work can fuel not just individual productivity but sustainable business growth.
Lead Like a Coffee Master
In the era of coffee badging, leadership matters. As organizations navigate hybrid and remote work models, it’s no longer enough to simply enforce policies. Leaders must engage, empathize, and evolve.
A 2020 study by Great Place to Work titled "Return to Work and the Future Workplace" revealed a key insight: strong leadership is essential for maintaining productivity and promoting employee well-being, especially in remote or hybrid work environments.15 Poor leadership, on the other hand, can be a major barrier to success in flexible work environments.
According to Julian Lute, a strategic advisor at Great Place to Work:
So, how should business and HR leaders respond? They must lead like a coffee master.
A coffee master is not just someone who knows how to brew the perfect cup. They understand the origin, process, flavor profile, and ritual behind every serving. They pursue continuous learning, guide others with patience, and create memorable experiences rooted in authenticity and care.
Corporate leaders are no different.
To lead like a coffee master means to have a deep understanding of your people—their backgrounds, current struggles, dreams, and personal contexts. It means showing up with intention, treating each interaction with care, and continually refining your leadership craft.
True leaders are those who create a positive ripple effect on their people, their organization, and the communities they serve. In today’s business climate, it’s outdated to think that the bottom line is merely profit. Progressive leaders understand that people are the new bottom line. When people are valued, profit follows.
And it all starts with connection.
Great leaders pause, connect, and humanize the workplace. Sometimes, the most transformative leadership moment begins with a simple invitation:“Hey buddy. Let’s slow down. Let’s have some coffee.”
Marlon is the Editor-in-Chief and Managing Director of Molmisa Point, leading its vision as a premier digital platform for leadership, business, and personal growth. A thriving leadership and management consultant, corporate trainer, and best-selling book author in the Philippines, he is also the founder of Mzone Training and Chairman of the Molmisa Group. Marlon holds a Master’s in Public Management from Ateneo de Manila University - School of Government and a postgraduate certificate from the Asian Institute of Management. He also co-founded the Business and Management Consultants Association of the Philippines.
References
1 Wikipedia contributors. (2024). Coffee badging. Wikipedia. https://en.wikipedia.org/wiki/Coffee_badging
2 Owl Labs. (2023). State of hybrid work 2023: Coffee badging and workplace trends. https://resources.owllabs.com/blog/coffee-badging
3 Sprout Solutions. (2022, February 17). Voluntary resignations in the Philippines up 73% – Sprout report. Philippine News Agency. https://www.pna.gov.ph/articles/1168037
4 Ibid.
5 GMA News Online. (2022, March 14). Significant number of BPO workers consider resigning if WFH setup not extended – ACCW. https://www.gmanetwork.com/news/money/companies/826154/significant-number-of-bpo-workers-consider-resigning-if-wfh-setup-not-extended-accw/story
6 Mendick, R. (2023, January 20). Only Filipinos more reluctant to go into the office than Britons. The Times UK. https://www.thetimes.co.uk/article/only-filipinos-more-reluctant-to-go-into-the-office-than-britons-t22dxdxjc
7 Esquire Philippines. (2022, May 25). Filipino workers save up to ₱342,000 annually with hybrid work arrangements. https://www.esquiremag.ph/money/industry/filipino-workers-save-p3000-hybrid-work-from-home-arrangements-a2765-20220525
8 BusinessWorld. (2022, January 24). Most Filipinos want a hybrid or remote workplace — HR study. https://www.bworldonline.com/labor-and-management/2022/01/24/425318/most-filipinos-want-a-hybrid-or-remote-workplace-hr-study
9 Esquire Philippines. (2022, May 25). Filipino workers save up to ₱342,000 annually with hybrid work arrangements. https://www.esquiremag.ph/money/industry/filipino-workers-save-p3000-hybrid-work-from-home-arrangements-a2765-20220525
10 Kinetic Staff. (2023). The remote work advantage: How Filipino experts turn challenges into career success. https://www.kineticstaff.com/the-remote-work-advantage-how-filipino-experts-turn-challenges-into-career-success
11 The Business Manual. (n.d.). 5 good reasons why a hybrid work setup works. https://thebusinessmanual-onemega.com/business-101/best-practices/new-normal-good-reasons-hybrid-work-setup
12 Manila Standard. (2023, October 9). Majority of PH workers want flexibility in post-pandemic work setup. https://manilastandard.net/?p=314259065
13 Pendell, R. (2025, May 8). The Remote Work Paradox: Higher Engagement, Lower Wellbeing. Gallup. Retrieved from https://www.gallup.com/workplace/660236/remote-work-paradox-engaged-distressed.aspx
14 Ibid.
15 Kazi, C., & Hastwell, C. (2025, May 20). Remote Work Productivity Study: Surprising Findings From a 4-Year Analysis. Great Place To Work®. Retrieved from https://www.greatplacetowork.com/resources/blog/remote-work-productivity-study-finds-surprising-reality-2-year-study
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