Hybrid work is no longer a question of policy. It’s a question of experience.
For large, distributed organizations, the challenge isn’t whether employees can work flexibly. It’s whether that flexibility actually improves engagement, productivity, and day-to-day work life.
This was exactly the challenge facing e&.
The Challenge: Hybrid in Theory, Not in Practice
While e& had a hybrid work policy in place, it lacked the structure and tooling needed to make it work equally well for all employees.
In practice:
Many employees were still commuting 2+ hours to headquarters
Teams in neighboring cities had limited access to professional, collaborative workspaces
- Booking meeting rooms for workshops or client sessions required long procurement and approval cycles
- Leadership had little visibility into how hybrid work was actually being used
The result was a well-intentioned policy that didn’t fully translate into better employee engagement or experience.
e&’s objective was clear: Create a structured, flexible hybrid model that reduced travel time, supported collaboration, and genuinely improved how employees felt about work.
The Solution: A Structured Hybrid Work Framework With Letswork
By partnering with Letswork, e& introduced a scalable hybrid work framework that gave employees access to professional workspaces close to where they live.
Through Letswork, e& enabled employees to:
Check into nearby coworking spaces instead of commuting long distances to HQ
- Book meeting rooms for internal workshops and external client sessions without lengthy procurement processes
- Work from inspiring, well-equipped environments designed for focus and collaboration
At the same time, leadership gained:
- Clear visibility into usage and adoption
- Real data to support hybrid work decisions
- A flexible benefit that could scale quickly based on demand
What started as a targeted rollout became a core employee benefit within just three months.
The Impact: Rapid Adoption and Measurable Engagement
The response from employees was immediate and overwhelmingly positive.
Within three months:
- 350 employees were enrolled
- 5/5 satisfaction score
- Usage across 5 cities
- 38 venues actively used
- The benefit was expanded 3x due to strong demand and enthusiasm
Employees used Letswork not only for individual workdays, but also for team collaboration, workshops, and client meetings. Hybrid work became more social, more productive, and more intentional.
As e&’s CHRO, Dena Al Mansoori, shared:
“I see enthusiasm for Letswork in our employees, and I think it’s an amazing benefit to offer and something that differentiates our benefits package. The appreciation of our benefits has gone up with Letswork as part of our offering.”
The Result: An Employee-First Differentiator
By implementing Letswork, e& positioned itself as an innovative, employee-first employer that treats hybrid work as a competitive advantage, not a compromise.
Employees benefited from:
- Shorter commutes
- Better work environments
- Easier access to collaboration spaces
HR and workplace teams benefited from:
- A benefit employees genuinely valued
- Fast rollout without operational complexity
- Data-driven insight into real usage
Leadership benefited from:
- A scalable hybrid model
- Increased engagement across locations
- A differentiated total rewards offering
The Bigger Picture: What Modern Hybrid Work Looks Like
e&’s experience highlights a broader shift in how leading organizations approach hybrid work.
It’s no longer enough to allow flexibility. The most forward-thinking companies are designing hybrid experiences that support focus, collaboration, and connection, wherever employees are based.
At Letswork, we help organizations turn hybrid work from a policy into a practical, measurable, and engaging experience across cities and teams.
Want to see how Letswork can support your teams?
