Both hybrid and remote work models have gained traction in the business world and don’t show signs of going away. While most organizations had to adopt a hybrid or remote model during the COVID-19 pandemic, many have kept the schedules to satisfy employee preferences and business needs. Companies that offer hybrid or remote work report cost savings, better productivity and higher employee satisfaction.
However, companies today are hard-pressed to find the model that suits their industry, workforce and business needs. Which is exactly why we created this guide. Keep reading to explore the differences between remote and hybrid work, including the benefits and challenges of each model, to decide which is right for your business.
Hybrid vs. remote work: what businesses need to know
When deciding whether to take your team remote or introduce a hybrid work model, there are many aspects to consider. It’s important to understand the differences between remote and hybrid work as well as their advantages and disadvantages.
Defining hybrid work
The hybrid work model combines elements of in-office and remote work, allowing employees to split their time between working from home and a physical office. This approach has gained traction as businesses adapt to the changing landscape of work, driven largely by advancements in technology and shifts in employee expectations.
In a hybrid model, organizations often design schedules that dictate how often employees come into the office versus when they work remotely. This flexible arrangement aims to accommodate the diverse needs of the workforce while fostering collaboration and maintaining productivity.
Hybrid work is quickly becoming the most popular model in businesses, with the Scoop Flex Index reporting nearly 70% of all companies currently offer some form of hybrid work or flexibility. About 37% of all U.S. companies offer a structured hybrid schedule to their employees. Hybrid work is also the most popular choice among employees. Gallup reports that 60% of U.S. workers want a hybrid work arrangement compared to fully remote.
Types of hybrid work models
There are almost as many types of hybrid work models as there are companies, but some general hybrid work models include:
- Fixed or structured schedule: All employees have set days or times when they’re supposed to work from the office and when they work remotely. This may mean all employees are expected to be on-site at the same time or that teams or individuals stagger their days in the office.
- Flexible schedule or flex-time: Employees determine when they work in the office and when they work from home, usually based on project needs or deadlines.
- Office-based: Employees may be allowed to work remotely based on project needs or personal choices, but are expected to be in the office most of the time.
- Remote-first: Most employees work from home or a remote location but may come into the office occasionally as projects dictate.
- Team-based: Schedules are determined on a team-by-team basis with managers or supervisors determining when the team needs to be together in the office or working remotely.
- Role-based: Some individuals may be required to be in-office based on their role, such as customer service agents or employees with high security or technical requirements.
Advantages of hybrid vs. remote work
Based on hybrid work’s advantages, it’s no wonder it’s quickly becoming the most popular model among organizations today. Businesses that implement some form of hybrid model see benefits such as:
- Better collaboration – The opportunity to meet in person empowers better collaboration among employees and teams. This is often a sticking point for remote-only teams who have to find digital ways to collaborate and may have issues with miscommunication.
- Stronger company culture – Hybrid workers who see each other face-to-face are more likely to build a strong culture and trust each other than remote workers who don’t get in-person time together.
- Improved employee morale and job satisfaction – When employees are given the option of working in-person and remotely, they feel better about their jobs. According to FlexJobs, 41% of employees say hybrid work is their preferred model.
- Better work-life balance and well-being for employees – Compared to fully remote employees, hybrid workers have an easier time separating work from personal time, which prevents burnout.
- Reduced turnover – Both remote and hybrid workplaces see less turnover than fully in-office workplaces. FlexJobs also reports 56% of professionals have heard someone say they plan to leave a job because of a return-to-office mandate.
- Better data security – Organizations with hybrid work arrangements are better able to update their employees’ equipment when hybrid workers are in the office, which provides a security advantage over remote companies.
Disadvantages of hybrid vs. remote work
Hybrid workplaces see some disadvantages when compared to fully remote offices:
- Less focus time – Because hybrid workers still have to commute and are subject to office distractions, they may not be able to focus on their work as fully as remote workers.
- Fewer cost savings – Hybrid teams require office space, which means the company has to spend money on rent, utilities and other concerns that remote-only organizations don’t.
- Maintaining fairness – Hybrid workplaces may have a difficult time ensuring all employees feel flexibility is given out fairly. These organizations must have clearly defined standards for hybrid work schedules compared to fully remote organizations.
- Less defined processes or procedures – Compared to remote workplaces, hybrid organizations may be more relaxed when it comes to letting employees use workarounds as opposed to being fully trained on technology or following procedures properly.
Defining remote work
Remote work is defined by a workforce that doesn’t work from a traditional office location. Instead, employees may work from dispersed locations throughout the country or the world or they may work from home but in a single city or geographic area.
Types of remote work models
- Dispersed remote work: Employees work from a variety of locations, whether that’s globally or throughout the country. Usually these employees are expected to work from a set geographic location, such as a home city.
- Fixed remote work: Employees are expected to work in a fixed location, whether that be their home office or a specific geographic area.
- Digital nomad: Employees work from anywhere and may not have a set location. These employees may travel often.
Advantages of remote vs. hybrid work
Compared to hybrid work models, remote work provides its own unique advantages:
- Increased productivity – Gallup reports 35% of employees who prefer fully remote work say they feel more productive. This is likely because remote workers can spend more time focusing on their tasks as opposed to commuting or facing in-office distractions.
- More advanced technology – Fully remote workplaces need the most up-to-date technology for their employees to work effectively. This may make them more flexible and adaptable than hybrid workplaces, which can fall back on in-office meetings or collaboration if technology falls short.
- Larger talent pool – While MIT Sloan Management Review argues that companies offering any kind of remote or hybrid work are stealing the top talent from organizations with harsh return-to-office mandates, remote work environments also pull from a larger geographical pool of talent than hybrid work arrangements can.
- Greater cost savings – Fully remote workforces don’t require an office lease or utilities. Hybrid workplaces must provide employees with remote capabilities alongside office amenities, which creates a greater cost.
Disadvantages of remote vs. hybrid work
Fully remote work offers some disadvantages to both employees and workplaces compared to hybrid work:
- Worse work-life balance – Fully remote workers may have more difficulty finding boundaries around their working hours than hybrid workers who can leave the office after in-person work.
- Increased loneliness and isolation – Workers who are remote full-time don’t have personal relationships with their colleagues that are as strong as hybrid workers. This may lead to worsened mental health concerns.
- Decreased company culture – Remote team members may not feel as connected to their workplaces as hybrid workers, which can affect employee engagement and company culture.
- Increased cybersecurity issues – Because remote workers must work from their own wifi connection, IT and cybersecurity teams have less control over data and privacy than hybrid workforces.
- Time zones and scheduling – Compared to hybrid work models, remote teams have may have more difficulty with collaborating across time zones or work schedules.
- Difficulty collaborating – Fully remote teams may have a hard time accomplishing team work compared to hybrid teams.
- Lack of visibility into work getting done – As Forbes reports, managers often fear fully remote workers won’t get their work done and may not trust employees to complete tasks. On the other hand, fully remote workers may also not get the recognition they deserve for a job well done and can lose out on promotions or rewards that in-office or hybrid workers get.
Factors to consider when choosing a work model
Every organization has different needs, so it’s important to consider several factors when choosing between a fully remote or hybrid model.
Company culture and work model
Some organizations aren’t suited to a fully remote model. For example, if your team members need to be on-site to meet clients or have specific security requirements, a remote work environment may not work. On the other hand, if most of the work your employees do requires quiet focus time without much collaboration, hybrid work could disrupt their flow.
Employee productivity
Understanding how, when and where your employees are most productive is a defining factor when considering what model to implement. Using productivity monitoring software like ActivTrak gives you insights into what works best for your employees and allows you to see how new models affect productivity.
Employee desires and satisfaction
As Gallup reported, most employees prefer a hybrid model to others. However, your employees may have other desires. It’s important to ask employees, managers and supervisors what works best for them. In fully flexible arrangements, you may find some employees prefer to be in the office full time because they can better focus compared to their remote work setups.
Cost implications
Both remote workplaces and hybrid work models present cost issues to workplaces. Remote workers will need appropriate equipment for their work, which may include items that hybrid workers would share in an office like printers or wifi coverage. Hybrid setups require office space and utilities as well as personal equipment for workers to use when they’re off-site.
Cybersecurity, data and privacy
Hybrid and remote models both raise cybersecurity concerns as off-site equipment can’t be as easily managed by IT teams. Equipment used during remote work is also more prone to theft or physical hacking than in-office equipment. Organizations must develop robust security protocols like VPNs and firewalls to ensure employees can work safely and effectively when they’re not in the office.
Find out if hybrid vs. remote is best for your organization with ActivTrak
As you consider whether hybrid or remote is the best model for your organization, get insights from ActivTrak to make an informed decision. Gain a deeper understanding of employee productivity and well-being with our workforce analytics cloud. Join the 9,500+ customers who trust ActivTrak’s award-winning solutions to enhance operational goals and support a diverse workforce.
Contact our sales team today to get started with ActivTrak and transform the way work gets done.
