Nearly a third of all businesses offer hybrid work models for their employees in 2024, according to SHRM. This was up from 20% the previous year, taking a bite out of both fully remote and fully in-office workplaces.
While hybrid models offer flexibility and collaboration that benefit both the organization and employees, it’s not necessarily easy to implement successfully. Employers must be intentional about hybrid work and make the right decisions for their organizations.
In this post, we’ll share advice to help you get hybrid work right.
Different models of hybrid work
The hybrid work model is a flexible approach that blends remote work with in-office attendance. This arrangement allows employees to split their time between the office and home, creating a dynamic work environment more easily tailored to individual needs. Organizations adopt a hybrid model to enhance productivity, increase employee satisfaction and improve operational efficiency. But there are several different models to choose from:
Mostly in-office
In this model, workers spend most of their working time in the office. They may work from home occasionally for personal reasons or take their work on the road when traveling. Instead of a full return-to-office mandate, these organizations allow some remote support as necessary. Workplaces that adopt this model may have more stringent requirements around security or compliance than more flexible workplaces.
Employee choice
Several different models allow employees to choose when they work from an office and when they work elsewhere. Some models are more flexible than others, allowing employees to select locations on the fly. This allows employees to come in when they need to collaborate with others and work from home when they need to concentrate alone. Other offices ask employees to set their schedules ahead of time to help with workforce capacity planning and other logistics.
Time-based
If employees work remotely on designated days, this is called a time-based hybrid model. For example, many organizations use a 3-2 working model where employees work three days in the office and two remotely (or the other way around). Employees often still choose which days they work from home or work remotely, as long as they spend the pre-set amount of time in the office.
Day-based
While it’s similar to a time-based hybrid work schedule, a day-based hybrid schedule is often more rigid and set by the employer rather than the employee. In a day-based model, the number of days and which days employees are required in the office is set by their leadership or managers. Often, these workplaces want employees to be consistently in the office for collaboration or meeting purposes.
Mostly remote
A mostly remote hybrid model offers employees a set office location but typically does not require them to use it unless they need to. This model works well for teams that have a split between those who need to be physically present and those who can do their work from home. It’s also ideal if employees work far from the office but you still need a place for company events or important projects.
The hybrid work paradox
Hybrid work environments are gaining popularity over remote-only and in-office-only, but they present a paradox. On one hand, employees crave flexible working arrangements that allow them to work from home. On the other hand, many people desire in-person time with their teams.
The key to finding the right hybrid model for your workplace is to understand the desires of your team and learn what empowers your people to do their best work. Listening to your employees’ preferences and understanding corresponding data about your hybrid workplace will empower you to make changes as needed and find a model that works for the long term.
The benefits and challenges of hybrid work for businesses
Hybrid work models offer substantial benefits for businesses, including enhanced productivity, improved employee well-being and greater cost savings. Employers who implement hybrid schedules see:
- Enhanced productivity: Research from Stanford has shown that remote workers are, on average, 13% more productive than their in-office counterparts.
- Better efficiency: Workers who can choose where and when they work concentrate without distractions and enjoy a more personalized environment.
- Improved work-life balance: Employees who get a say in their work schedules often have more options for managing their personal lives, including their mental health.
- Higher engagement: One Gallup poll shows that hybrid companies experience a 25% increase in employee engagement, leading to people who are more invested in their work and satisfied with their jobs.
- Lower turnover: When employees are satisfied with their jobs, they’re less likely to look for a new role at another company.
- Greater recruiting options: Hybrid employers can attract a wider pool of applicants, providing access to better candidates even if they aren’t always near a centralized office.
However, hybrid models also create challenges for employers and hybrid workers, such as:
- Ensuring equal access to tools and technology: Employers know for sure that office employees have access to the right technology (such as secure internet) but can’t always ensure that for remote workers.
- Lack of visibility: Employees who work remotely are less visible to their leaders or managers and often miss out on day-to-day information sharing. Moreover, some managers don’t trust employees are doing work when they can’t see them at their desks.
- Poor company culture: It’s harder to build a strong company culture when individuals don’t see each other in person often.
Strategies for successfully implementing hybrid work
Every organization is different, and you may need to adapt how you implement hybrid work across teams or departments. However, these six strategies are key in creating a successful hybrid work model for any organization.
1. Leverage hybrid workforce management software
Measuring how work is done — and how well — is key in making your hybrid model successful. If you don’t know if employees are more productive in the office or at home, how can you set a hybrid policy that makes sense? ActivTrak’s hybrid workforce management software shows you when, how and where employees work best, giving you tools to make decisions, implement an effective policy and measure the effects of your decisions on the workforce.
2. Use the right (digital-first) tools
To ensure equal access for remote and in-office workers, focus on offering everything in a digital-first format. Move collaboration, communication and project management tools online so employees can access them whenever and wherever they need them.
3. Prioritize clear communication
Clear communication drives organizational success, but it’s even more important for hybrid workplaces. From clear policies around who can work remotely (and when) to ongoing feedback about how your hybrid model affects your workers, ensure each element is communicated clearly. Employees who work remotely should never be surprised by news in-office employees got during a meeting.
4. Right-size your office space
Empty offices can be as distracting as bustling or over-filled ones. Ensure you have the right amount of space for the employees who need to come to the office. Provide quiet areas for team members who need to concentrate as well as collaborative spaces for impromptu meetings – just don’t forget to include remote workers with video conferencing tools.
5. Provide training and development opportunities
For hybrid employees who work remotely most of the time, it’s important to provide training and development opportunities so they can progress in their careers. Remote employees shouldn’t feel neglected or like they’re at a disadvantage for promotions compared to in-office counterparts. Ensure remote employees have avenues to grow their skills, such as online resources, training webinars, or even digital courses.
6. Be adaptable
Don’t expect your hybrid work model to run like a well-oiled machine immediately after implementing it. You’ll likely need to make tweaks, but the important thing is to update your policy as you uncover areas for improvement. By monitoring performance data and seeking feedback from your employees, you can adapt your hybrid model to make it more successful — and ensure it remains effective as conditions change in the future.
Use ActivTrak to make hybrid work successful in your organization
The hybrid work model presents many advantages for organizations that embrace it, but you must be ready to overcome the challenges. Harness the full potential of your hybrid workforce with insights and analytics from ActivTrak’s hybrid and remote workforce management software. Understand employee productivity, well-being and collaboration with data and easy-to-read dashboards. Contact our sales team today to learn how we can help make hybrid work successful for your organization.
