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4 Strategies for Building a Hybrid Workplace that Works

• Todd Heiser

Focus on equity, engagement, and ease.

More than 50% of companies plan to pilot new workspaces as their companies shift to a hybrid model.  The authors, architects and office-furniture designers serving the world’s largest organizations, recommend leaders think through the following four design approaches as they consider their hybrid strategy. First, braid the physical and digital experiences to ensure equity, engagement, and ease. Second, flip open and enclosed spaces. Meetings will be more likely to happen in open spaces with moveable boundaries, while individual work will be in enclosed pods or enclaves. Third, shift from a fixed to fluid workspace. Perhaps your cafe can double as a hybrid meeting space. And lastly, remember that collaboration requires both individual work too. Employees should be able to easily move between “we” and “me” time without trekking across campus or getting hung up on complicated technology.

The global pandemic has created new challenges and opportunities in almost every industry, and as the economy reopens competition will be intense. Winners will be those who most clearly understand their customer’s needs, collaborate to identify multiple solutions, prototype, iterate and bring new ideas to market. Those behaviors will only happen when people come together in the new, modern workplace.

• JK Jim Keane  is president and CEO of Steelcase Inc., the global leader in   workplace solutions that help people feel safe and be productive with architecture, furniture, and technology. Jim has worked for Steelcase for more than 20 years in a variety of leadership roles in corporate strategy, research and finance. Today, Jim helps customers around the world use their workplace as a tool that helps people work better.
• TH Todd Heiser is a Gensler principal and co-managing director of Gensler’s Chicago office. His leadership showcases more than 20 years of experience in next-generation design at the cutting edge of workplace strategies, and his commitment to conceptual and technical development transforms spaces for clients around the globe. Todd’s architectural background and visceral, experience-based interiors integrates research, materials, and a client-focused delivery. Todd works with global clients including Matter, Google, Kohler, Fourth Presbyterian Church, Le Meridien Hotels, and Nickelodeon. He is also a major design voice in reimagining Chicago’s iconic Willis Tower.

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Succeeding in the new normal: strategies for creating an effective hybrid work model.

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Sarah Travers, CEO of Workbar , helped pioneer the flexible workspace industry and is considered a thought leader on the future of work.

The transition to hybrid work offers an opportunity to reimagine work processes and build a more resilient, happy, and productive workforce. But creating an effective hybrid work model poses a unique set of challenges and opportunities for companies striving to balance flexibility with productivity. A hybrid work strategy requires a nuanced understanding of workforce needs and the development of clear policies that support both the organization's goals and employee satisfaction.

As an expert on how to implement an effective hybrid work model, I’ve listed some best practices here that can guide companies in making hybrid work a rewarding and sustainable solution.

1. Establish clear policies and expectations.

At the foundation of a successful hybrid work model is clear communication and well-defined policies. Companies should establish clear guidelines regarding the days employees are expected to be in the office and when they can work remotely.

This not only helps maintain operational consistency but also sets clear expectations for employees, reducing confusion and boosting productivity. Employees don’t come into the office for bagels and happy hours, they come in to collaborate and get face time with their mentors and peers.

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As we witness the early stages of tech-enabled collaboration tools for remote and hybrid work, we're not just watching the evolution of how we connect and collaborate across distances, but we're actively participating in a transformative period that promises to redefine the boundaries of innovation, teamwork and productivity in the digital era.

To support a seamless hybrid work environment, companies need to invest in technology and infrastructure. This includes reliable internet access, secure VPN connections, and collaborative tools that facilitate remote work.

Equally important is the setup of an ergonomic and efficient home-office environment for employees that enables them to do their best work.

3. Foster a culture of trust and accountability.

One of the key challenges in a hybrid work model is maintaining trust and accountability without the constant physical presence of team members. Companies need to foster a culture where output and results are valued over physical presence. This means trusting employees to manage their time effectively and focusing on the achievement of outcomes rather than micromanaging work processes.

4. Support employee well-being and engagement.

Supporting employee well-being and engagement is crucial if your hybrid work model is to be a success. Offer resources and support for mental health, provide opportunities for social interaction among employees, and encourage a healthy work-life balance. Recognizing and addressing the potential for isolation or burnout in remote workers is crucial for maintaining a healthy and engaged workforce.

5. Encourage regular feedback and adaptation.

No one said managing all the different people and generations in the workforce was easy. It’s important for companies to take a flexible approach to hybrid work policies, encouraging regular feedback from employees and a willingness to adapt practices as needed. This could mean adjusting the balance between remote and in-office work, modifying work hours or revising communication strategies to better meet employee needs and organizational objectives.

6. Offer a co-working space as an option.

Good coworking spaces provide an ecosystem designed to support the diverse needs of a hybrid workforce, facilitating productivity, collaboration, and employee well-being.

Think of it as a "third place." Flexible workspaces can be a place for employees to collaborate and focus that's closer to home without necessarily being at home. They can also enhance employee well-being and engagement through community and, for your business, offer scalability while balancing cost effectiveness.

Overall, the transition to hybrid models represents not just a shift in where we work, but a fundamental transformation in how work is conceptualized and executed. The strategies outlined above underscore the multifaceted approach necessary for a successful shift.

By embracing these best practices, companies can navigate the complexities of hybrid work, ensuring that they not only thrive in this new landscape but also forge a path toward a future where work is more adaptable, resilient, and aligned with the human touch that drives innovation and productivity.

As we move forward, the commitment to continuously adapt and respond to the evolving needs of employees will be paramount in building sustainable, fulfilling work environments that are fit for the challenges and opportunities of the 21st century.

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5 Hybrid Work Model Best Practices from Stanford Professor Nick Bloom

COVID-19 may be in our rearview mirror, but the hybrid work model, which launched to universal fame and popularity during this time, is here to stay.

The hybrid work model combines the benefits of remote work like flexibility and autonomy with the upsides of in-person collaboration—as some would say, the best of both worlds.

Hybrid work offers benefits like flexibility, productivity, cost savings, talent attraction, innovation, and environmental sustainability.

With so many benefits, it's no wonder that according to the latest hybrid work statistics , most employees now come to the office 2-3 days per week.

Best Practices for Running a Successful Hybrid Work Model

Now, even though we may have been running the hybrid work model for a while, that doesn't mean we've all figured it out.

Most companies still struggle with understanding the right hybrid work schedule , implementing the best hybrid work policy . (find our hybrid work policy template here if this is you.)

They're also dealing with the 33% of employees who say they don't have the right technology, and face the fact that hybrid employees rate their manager's ability to lead hybrid teams a meager 7 out of 10 .

But, don't fret, because I spoke to the guru of work-from-home, Stanford Professor Nick Bloom .

Here are five practical tips based on insights he shared:

1. Emphasize Data over Anecdotes

We're bombarded with return-to-office stories, but the data often tells another story.

As Nick highlights, the media often focuses on anecdotal stories that may not accurately represent the reality of remote and hybrid work:

"The media is picking up on what's more interesting. Honestly, if I were a journalist and my career and progress depended on clicks, comments, and forwards of my article, I'd probably do the same." – Nick Bloom

Before you change your hybrid work model based on a headline, make sure you understand the actual numbers. He reminds us that Elon Musk headlines don't make for an accurate reflection of reality:

"How does that statement square up with Elon Musk's, Jamie Diamond's, and David Solomon's?" Well, I think we're talking about elite CEOs that are running massive companies, and they are a tiny fraction of the population, but they're a very particular fraction of the population because they're the fraction of the population that happily works 100 hours a week." – Nick Bloom

Rely on data and research to inform your decisions and dispel misconceptions.

Because the data is clear: hybrid is here to stay. The latest survey results from Nick's study show that office attendance is ' flat as a pancake .'

2. Create Intentional Office Days for Hybrid Work

When employees come into the office, ensure that the time is purposeful and meaningful.

Focus on hybrid work activities best suited for in-person collaboration, such as one-on-one meetings, mentoring, group meetings, problem-solving sessions, training, and presentations:

"Having talked to companies where this works, they made sure there are lots of meetings, trainings, and events. It seemed like there was a reason for them to come in, because that's how it takes off." – Nick Bloom

Creating these intentional office days will reduce the feeling that people 'have' to go to an office, but rather want to be there. This is key for hybrid work to succeed.

As Nick also shared:

"One company set that up for two days. Both those two days were packed, people felt vibrant and energized, and actually in the end there was demand for a third." – Nick Bloom

3. Coordinate Those Office Days

Nick reminds that the best hybrid workplace is one where companies coordinate their in-office days.

While choice and flexible schedules may seem appealing, it misses the point of why hybrid workers would be in the office: to connect and collaborate.

"The data supports this by some huge margin. The reason people come into work is to work with and socialize with colleagues. So that pushes you in favor of coordination. We work together. In non-coordinated workplaces, I often hear employees and managers tell me, Yeah, I came in; I spent much of the day on Zoom. There is a lack of energy. I'm really frustrated. What the heck did I do?" – Nick Bloom

This focus on coordination in hybrid working is why more companies are now adopting room scheduling software and hot desk booking software like Tactic , OfficeRnD Hybrid , and Offisly .

These platforms not only make sure people have a desk or room to work from, but also ensure people come to the office on days when their coworkers are there.

All this helps build a strong hybrid culture in which people are connected, and get the most out of their office days.

4. Focus on Hybrid Office Design

Not any office is a great hybrid office .

Nick predicts that beautiful offices, designed to entice people to spend time in them, will continue to do relatively well.

Offices that were purely designed as a place to do work with limited attention to the employee experience won't do well in the hybrid work era:

"So huge cities and their offices are much emptier than they used to be. The nice ones are not doing so badly, because if you're Goliath National Bank or whatever huge company, you want folks in for hybrid, you want them in somewhere nice. It's the nasty old-fashioned offices; some of that stuff's being converted to residential, which is good." – Nick Bloom

Practice hybrid office design best practices, like ensuring plenty of social, meet, and focus spaces, as well as a focus on amenities modern hybrid workers need.

If you've embraced hot desking , ensure that your hot desk booking software is as user-friendly and attractive as the office itself. For employees, the technology you use is in part how they perceive your company.

5. In Hybrid Work Models, Focus on Outcomes, Not Keystrokes

Hybrid work models require a different approach to performance management.

Nick emphasizes the importance of measuring and evaluating good work based on outcomes rather than resorting to surveillance or micromanagement.

He mentions an interview with Marissa Meyer, in which she mentions the need to focus on outcomes and how he think companies should implement this:

"She said you really need performance evaluation tools and to be clear. This is not surveillance. It's not watching he strokes and screenshots. It's saying, you know, Nick have you met yourselves targets? Have you produced your report? I'm gonna you know, make sure that you're meeting your objectives. If you are that's great. You're the boss. If you want to go play golf in the morning and make it out in the evening. That's fine." – Nick Bloom

Too many companies are in a constant state of anxiety about perceived challenging in employee productivity amongst hybrid workers. This, even though the data clearly shows there are no productivity issues beyond what was already the case during the 'office era.'

Establish clear performance evaluation systems that focus on employee performance goals , objectives and deliverables.

This approach encourages autonomy and empowers employees to manage their time effectively.

In hybrid work, they don't need babysitting, but they do need clarity and insight.

The Bottom Line: a Hybrid Work Model means Intentionality

The rise of the hybrid work model represents a significant shift in how we approach work.

It combines flexibility, productivity, and collaboration in a way that benefits both employees and employers.

But, to do it well, companies have to become more intentional.

Whether it's the office design, on which days people come in, or how they're evaluated, adjustments are necessary.

And seeing that no one is interested in coming back to the office full-time, focus on delivering this change now, rather than later.

For more, check out our detailed guide to Hybrid Work and our eBook " Hybrid Work Model Best Practices ."

And to level up your workplace technology, don't wait another moment to switch over to a more employee-friendly desk booking software and room scheduling software.

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Hybrid work is the future: Here’s how to get started

Get your team on prezi – watch this on demand video.

Michael Lee May 28, 2021

As experts and thought leaders look at workplace trends for the next year (and beyond), two words keep popping up: hybrid work. In a survey by PwC , 55 percent of US employees said they would like to continue working remotely three days a week, which means employers will need to find the right balance between in-person and remote work to keep their team engaged and productive. Keep reading for expert insights on why the future of work is hybrid, and how organizations can get the most out of this new workplace structure . 

Once more, with feeling: Hybrid work is the future 

For everyone who worked remotely this past year, the benefits were immediately obvious, but so too were the drawbacks. With everyone working from home , people were able to cut out their commute and greatly improve productivity. On the other hand, being in the office gave people a dedicated work environment (clearly separated from their personal lives), and more opportunities to interact with colleagues in an organic way. 

Ultimately, hybrid work represents a balanced approach that gives employees more flexibility, while also allowing for dedicated collaboration days in the office. Watch this Prezi video from Joe Martin , the CMO at CloudApp , for a breakdown of each type of work, and why hybrid work is the clear winner in the long run: 

Don’t worry, employers — hybrid work benefits you, too

One of the takeaways from the PwC survey is that employers are still more hesitant than employees to remain partly remote. But Natalia Walters , the Future of Work Lead at Fluxx , warns that having a “status quo bias” and risk averse mentality will be detrimental to a company’s success. Her team’s research found that half of UK workers say they would take a pay cut for greater flexibility, and that even a half-remote work week can lead to $11,000 worth of productivity gains per employee, per year. 

What’s more, in-person meetings often result in inefficiency, and these can cost employers 34 percent of an employee’s salary in lost time. With a hybrid work model, strong asynchronous communication can replace unnecessary meetings and lead to better productivity. Learn more about the benefits of hybrid work in Natalia’s video:

Easy ways to make hybrid work… work  

Even if everyone is on board with hybrid work, it can be tough to know where to start — after all, this is uncharted territory for many organizations. Fortunately, Cynthia Watson , the CEO of consulting firm Virtira , has some easy tips you can implement. In a study that Virtira conducted, they found that 63 percent of remote workers reported more meetings than before. That’s because meetings have become a substitute for impromptu chats, but this only results in video conference fatigue . 

Cynthia recommends taking a step back and reassessing your meetings. Are there people who don’t need to be at certain meetings? Is there a clear agenda for each meeting? Are you using the right virtual presentation tools ? Do you use video calls for team engagement and connection, or are they only used for work-related tasks? 

By reframing the way you approach virtual meetings and investing in the right collaboration tools (with the proper training for each), you can ensure that your team is working seamlessly in a hybrid environment. Get even more tips by watching her Prezi video: 

Leaders need to walk the walk 

The shift to hybrid work means many aspects of work life will change. This includes relying on spaces not designed for work, greater isolation among employees, different distractions and priorities at home, and an increased reliance on technology. At the same time, some things still remain the same — good work needs to be done, and strong collaboration will be key to a hybrid workplace. 

Hybrid work expert and speaker Kevin Eikenberry explains that company leaders will need to step up and help their employees navigate these changes and keep morale and productivity high. Leaders should set clear expectations around communication frequency and tool usage, and should also differentiate between accomplishments (i.e., tasks that align to broader company goals) and meaningless activity metrics (i.e., how many hours you’re in front of a computer). 

He also stresses the importance of the “4 Cs”: collaboration, connection, communication, and culture. Above all, leaders should be role models — they must “be the change” by modeling a positive attitude, following the same processes and using the same tools as everyone else, and learning alongside their employees. Watch his video for more:

So…what’s next? 

It’s easy to think of the “future of work” as something vague you can worry about down the line, but the fact is you should be thinking about how to adapt now , especially since both current and potential employees will be looking closely at hybrid work policies. 

Chris Dyer , the CEO of PeopleG2 and co-author of Remote Work , highlights the next steps everyone should be considering sooner rather than later. With hybrid work, companies should focus on putting everyone on the same playing field, which means if one person is signing in to a meeting virtually, then everyone else should, too. 

Additionally, the most successful teams will be able to move information faster, either by involving more people early on in strategy and planning meetings, or documenting everything for asynchronous updates. Find out more about the future of work in Chris’s video: 

As companies move to hybrid work , it’s important for teams to use tools like Prezi Video to keep everyone connected and engaged. Try creating your own virtual presentation using the same video template that the experts and thought leaders used in this post, and share it with your team in the hybrid workplace.

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The hybrid work model

What are the options for different types of hybrid working and how can you maximize its effectiveness for your organization.

Hybrid working has become the favored option for those whose jobs allow them to do it. As a global snapshot, in April-May 2023, 25.6% of employees had a hybrid work pattern, while 7.9% were working completely from home.

While fully remote workers have proved they can be just as productive as those in the office, they risk losing the sense of personal contact and connectedness they need to flourish. Hybrid work, supported by the latest tech, is a way to have it all – the autonomy of remote working and the social and cultural advantages of in-person contact.

But while it’s relatively easy to offer a hybrid model, making it work for your business requires a lot of thought and planning, as well as additional support for employees who may find the new decentralized, multi-space way of working difficult to navigate.

So how can organizations get the balance right and succeed?

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What is hybrid work?

A hybrid work model offers the best of both worlds – a mix of on-site and remote working . For instance, an employee could work from home three days a week and spend two days in the office. Or there may be specific days where leaders expect staff members to attend in-person meetings. This kind of arrangement allows employees to retain the flexibility they've enjoyed when working from home yet still have those vital face-to-face connections with colleagues that are so important for collaboration and wellbeing.

Let’s take a look at the different types of the hybrid work model:

Remote first

This is where anyone who has the tools to work remotely is allowed to do so most of the time.

Office occasional

Businesses work mainly remotely while taking advantage of in-person meetings and employee team-building that a workplace environment can nurture. In this model, employees come into the office for one or two days a week, allowing them to chat with co-workers and attend important team meetings face to face.

Office first

Where organizations prefer that most people work from the office, although they still offer a remote policy. Some employees have the freedom to work from home as and when they need to, but it's not actively encouraged.

Why hybrid work?

For a while now, hybrid work has been growing in popularity thanks to faster internet, cloud collaboration tools , and a greater emphasis on promoting a healthy work-life balance . But it only really came into its own during the pandemic in the urgency for businesses everywhere to sever the ties of traditional working.

Although not every organization can adopt a hybrid model, it's becoming the dominant way of working in some sectors like finance and tech. Major brands like Facebook, Microsoft, PwC and KPMG are among the companies now embracing hybrid work.

Jon Holt, chief executive at KPMG UK, says : “We trust our people. Our new way of working will empower them and enable them to design their own working week. The pandemic has proven it’s not about where you work, but how you work.”

Working from home has many benefits that employees don't want to lose. So much so that it's becoming increasingly important for organizations to offer hybrid working to attract and retain talent. In fact, 30% of employees say they would consider switching jobs if their organization returned to entirely on-site work after the pandemic.

We've yet to see how the hybrid work model will play out in the long term. Policies, practices and collaboration technology will evolve as organizations find their feet with it. But it's a fair assumption that going into the workplace just for the sake of it will no longer be a necessary part of working life.

What are the advantages of hybrid work?

A well-thought-out hybrid work model can be great for collaboration, productivity and employee satisfaction. Reasons for adopting a hybrid model include:

1. Public health

Covid restrictions, including social distancing, are still in place in many countries, and there is still a lot of anxiety about returning to offices. Hybrid work makes it possible to have some office presence while helping people feel safe.

This is particularly critical for people with compromised immune systems or those caring for them. A hybrid workplace can also reduce the spread of illness as employees can choose to work from home if they don’t feel well.

2. Improved work-life balance

By offering hybrid working, you’re giving staff the chance to achieve a better work-life balance , with reduced stress, less commuting and more time for activities other than work.

More than 50% of employees say they’d like to work remotely at least some of the time, with many preferring a hybrid working pattern because it gives them the freedom to choose where they feel most comfortable working.

3. Wider talent pool

If your organization offers a combination of in-person and remote working, you’ll be able to cast your talent net wider and attract people who otherwise would not have applied for a job with you.

It means you’ll no longer be confined to hiring employees in the local area. Someone who lives further afield may want to work for you if they only have to be physically in the office, say, one day a week or just for meetings.

4. Greater productivity

Even before the pandemic hit, evidence suggested that remote working could boost productivity because of fewer distractions at home. Employers can see the benefits too. After adopting remote working practices during the pandemic, many business leaders saw that their organizations were at least as productive as before .

5. Employee satisfaction

Hybrid working is popular with employees because of the flexibility to work outside the office at least some of the time. Some people prefer the buzz of being in the office, whereas others like the solitude of being at home. Hybrid work can provide the right employee experience for both groups. It also brings opportunities for collaborative working, which can boost morale and a feeling of togetherness.

6. Savings on office costs

Remote working reduces the need for office space, saving organizations a lot of money, both in terms of office size and the cost of maintaining the building. Savings on utilities like heating and air-conditioning, as well as printing and stationery, can be substantial.

7. A huge opportunity to change culture

If there is a silver lining to the past couple of years, it's that the pandemic has brought about a positive shift in the mindset towards a work-from-anywhere culture. It's shown that business leaders can trust most people to work on their own initiative and, in many cases, has cultivated more caring relationships between managers and their teams.

A hybrid workplace can also help build a resilient culture by preparing you for future disruptions. With many employees already working from home, you can easily go back to a fully remote operation if necessary.

What are the challenges of hybrid work?

While the hybrid workplace model seems to strike the right balance, it’s not without its flaws. Challenges of adopting a hybrid model include:

Mismatch in expectations of hybrid work

Broadly speaking, employers are keener for staff to return to work in person than employees. That disconnect is made clear in a recent report by McKinsey. More than three-quarters of senior executives surveyed say they expect the typical ‘core’ employee to be back in the office at least three days a week.

But nearly three-quarters of employees say they would like to work from home for two or more days a week, and 52% want at least three days of remote working.

Difficulties in maintaining relationships

Being in a hybrid team is a bit like being in a long-distance relationship. It requires trust, regular contact and a lot of determination to make it work.

When people are working together all the time, it’s relatively easy to collaborate , give feedback, get help, participate in meetings and build solid foundations within teams. And when everyone is working remotely, people become familiar with virtual collaboration and know to stay in touch with regular check-ins and virtual chats. But when teams are split, a disconnect can develop between those in the office and those at home.

Lack of spontaneous interaction

Many people enjoy the random chats that happen in the workplace. Remote employees can feel they miss out on office culture, spontaneous communication and team activities. Being there in person makes it easier to interact with each other, have instant catch-ups and socialize after work. Many of the challenges hybrid teams face come down to ease of connection.

Having to engage hybrid teams in new ways

Keeping remote workers engaged can be hard work and time-consuming – which is why some leaders perhaps don’t give it as much attention as they should. Previously, you could walk around the office, notice body language and problem-solve when needed. Now, it’s much harder to pick up on people’s emotions if you can’t see them in person. There’s a risk that disillusionment will fester unless you find ways to recreate the office culture at home.

Imbalance in the way off-site and on-site workers are treated

Rightly or wrongly, people sometimes feel that on-site workers get preferential treatment to remote workers. Leaders may view employees 'seen' in the office as more dedicated and give them more support. Remote workers may feel overlooked for training and promotion opportunities because they're less visible than those in the office.

Harder for new recruits to learn from more experienced staff

This is one of the biggest challenges of hybrid working. New hires can find it very difficult to learn the ropes if they only spend limited time with colleagues in the office. Not only that, forming bonds with co-workers is much harder if they don’t have any in-person interaction. This can lead to feelings of isolation and frustration.

Impact on culture

The sense of belonging in an organization may not be as strong as when people are there all the time. Remote workers can feel less connected, out of the loop and like they can’t contribute as much, ultimately feeling like they don’t really fit in. All team members need to feel invested in the success of each other and the business.

The hybrid work environment

When you’re managing a hybrid work environment, there are a few things to think about that you might not have had to consider before. One of the major ones is the physical space. If, for example, you have 150 employees in total, you won’t need a building that can accommodate all of them at the same time.

Some employees might only work in the office on Tuesdays and Wednesdays, while others may come in for a weekend shift, so you can use a hot desking system instead. It’s essential to get an accurate understanding of when people will be in the building so you find the right space for your needs. Facebook offices in some countries, for example, are open at 10% but accepts requests for people to be in-office via an online form with a 1-2 week turnaround time for approval

Many organizations are now completely reimagining their physical work environment to function better with hybrid work. Modern offices are becoming more of a flexible space for collaboration and team building rather than a formal full-time workplace with rows of desks.

Your set-up could include having more social spaces so people can make the most of collaborating when they’re on-site. Another idea is to have hubs where people can meet clients and meeting rooms fully equipped for physical and virtual meetings . Some companies are also investing in new touchless technology to replace surfaces like buttons and handles to address Covid health concerns.

6 tips to get hybrid work right

Simply telling people they can split their time between home and the office and hoping it will all be fine won’t cut it. You’ll need to develop a solid hybrid workplace strategy. Here are some things to think about to help you get it right.

1) Transparency in hybrid work policies

Put policies in place that clearly outline what’s expected of your workforce. If some staff are allowed to work remotely but others aren’t, people need to know the rationale behind this decision to avoid conflict and resentment. Questions to answer include:

• how many days should people be on-site?
• what work is done better in person than virtually?
• should certain members of staff be in the office at the same time for meetings and collaboration?

It’s important to get feedback on new policies and make tweaks as you move forward until you’ve found a hybrid model that works best for you.

2) Hybrid work schedule

Just like many businesses have rotas for different shift patterns, consider the same for your hybrid workers. This can avoid employees always being on-site with the same people or being in the office on their own when everyone else is working from home.

As well as showing where employees are working, rotas can help you see what people are working, so everyone is in the loop. Alternatively, you could use shared calendars, so they know when people plan on being in the office.

3) Task allocation

Team leaders can optimize schedules based on what type of work is better suited to the office or home environment.

Asynchronous tasks are the ones you can complete without input from others, like data entry or putting together a solo presentation. These are ideal for doing at home, where people can schedule large blocks of uninterrupted time. Synchronous tasks, on the other hand, are better suited to an office environment. These are jobs that require group collaboration, brainstorming, chat or creativity.

Trust is the bedrock of any hybrid workplace. Even after the success of home working during the pandemic, some managers still think that remote workers take advantage of their freedom and regularly slack off. Managers need to trust those working remotely to get their work done without micromanaging.

Gartner research shows that employees who feel trusted are 76% more engaged than those in workplaces with low levels of trust. Learning to let go can create an altogether calmer working environment, especially for remote workers who often feel they have to put in more hours to prove they're working hard. That said, you do still need to check in with them regularly to make sure they're happy.

5) Communication

Communicating with remote workers is different from those on-site and may need more thought. You might need more frequent check-ins to see how people are coping with working from home and if they need any extra support, whether that's more IT, a better chair or mindfulness guidance.

It might be helpful to carry out regular pulse surveys and 'ask-me-anything' sessions that give you instant feedback on employee engagement and morale in a hybrid working environment. Show that you welcome honesty and expressions of vulnerability and that everyone has a voice.

6) Inclusion

Give some careful thought to inclusivity and how teams can work together seamlessly in a hybrid set-up. It's vital not to add to existing inequalities by sidelining those who mainly work remotely, for example, carers, working mothers and people with disabilities. There is often an unconscious bias against home workers, so make sure they're given the same opportunities and feel as valued as those who return to the office.

Managers should also pay particular attention to onboarding new recruits so they don’t feel left out and unable to forge relationships with their co-workers. Initially, it might be a good idea for them to spend most of their time on-site sitting next to colleagues who can mentor them and answer any questions they might have, making sure they feel included in your new, hybrid workplace.

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Hybrid Work Schedule: What It Is, Examples and How to Implement

A hybrid work schedule may be the best way for companies to go about office spaces, but it can also present challenges for businesses to confront.

Organizations are finding that their workforce is not keen to give up remote work . People who started working remotely due to Covid-19 overwhelmingly support it and want to continue doing so . Companies can no longer say that they can’t operate remotely (a common reason to avoid remote work pre-2020), but many don’t want to ask employees to come back to the office full-time. The most popular solution is the thing that every organization seems to be grappling with at the moment — the hybrid model.

What Is a Hybrid Work Schedule?

Hybrid work models incorporate in-office and remote work in an employee ’ s schedule. Each company develops a hybrid work model based on the needs of the company and the individual employee. There is no one-size-fits-all hybrid model.

Hybrid work incorporates a mixture of in-office and remote work in an employee’s schedule. Employees occasionally have the ability to pick and choose when they work from home and when they come into the office.

People refer to the hybrid model a lot, but there isn’t exactly one clearly defined example. Ultimately, it involves some combination of working remotely and from an office. So far, the hybrid model looks different for every organization, but there are a few clear themes. Whatever the specifics, however, companies that choose to incorporate a hybrid model will all face some challenges.

Use this guide to overcome common hybrid work challenges and optimize your hybrid work structure to meet your talent needs.

Types of Hybrid Work Schedules

Remote-first hybrid work schedule.

Many leaders are choosing to go remote-first, meaning that their operations will closely mirror those of a fully remote company, with a few exceptions. Notably, most will keep their offices as space for employees to work from. Some also won’t allow the same flexibility to every employee, meaning that they may require some employees to continue coming to the office if their job requires their physical presence.

Remote-first will look slightly different for everyone, but the main principle is that the company should act like a fully remote company with employees spread out across time zones and defaulting to online communication.

We can already see examples of businesses shifting to this structure. For instance, Quora announced that they were moving to the remote first model. Their CEO, Adam D’Angelo, explained their model thusly : “Remote work will be the primary orientation of our company — the default for all choices.”

This approach means that employees can relocate away from the office, but that the company will keep its office space for those employees who value it. Notably, he specified that he would not work out of the office or be there more than once a month and that the leadership team also wouldn’t be in the office.

Dropbox is also shifting to a remote-first orientation. Although Dropbox has office spaces worldwide, the company intends that their model be more prescriptive about how employees can use those spaces. In a blog post on this topic, the company said, “Dropbox Studios will be specifically for collaboration and community-building, and employees will not be able to use them for solo work.”

This dictum from Dropbox is a great example of remote-first thinking. The company will be less likely to run into some of the common challenges with the hybrid model if it has delineated specific uses for its office space rather than allowing operations to turn into a more office-centered version of the hybrid model.

Note that, just like fully distributed remote work, remote-first does not mean that teammates never see each other. Most fully remote companies organize some type of annual retreat , and many employees who live in the same city at remote organizations can occasionally choose to co-work together.

Office-Occasional Hybrid Work Schedule

Some companies are eager to get back to the office. Maybe they don’t want to lose money on unused office space, or they still aren’t sold on remote work. These businesses may set up a hybrid model that can be described as office-occasional.

The idea here is that employees come into the office a few times a week. Unlike Dropbox’s remote-first setup, in which office spaces are purely to be used for collaboration, this model uses the office to blend in-person collaboration and solo work. Depending on the company’s needs, this can be quite a loose policy (e.g., employees are instructed to come into the office two days a week of their choice), or there could be more firm guidelines (e.g., employees are expected to work from the office every Monday).

The core of this model is that the company isn’t going fully remote-first like the first example. Instead, they choose to keep an office and require employees to spend some time in it. Some employees may even want to spend more than the required amount of time there. Regardless, the workforce will be mostly local rather than distributed because employees have to come into the office occasionally.

Although this model ideally sits in the middle of remote-first and office-first, it can easily get pulled in either direction without clear guidelines. For that reason, it’s important to establish best practices for communication early on. Leadership should also pay close attention to the varying experiences of teammates depending on how often and how regularly they work from the office.

Office-First, Remote Allowed Hybrid Work Schedule

Another option is to keep both the office and remote work but designate the office as the primary place for working. This was a common setup prior to Covid-19; companies would have a small percentage of their workforce be remote and the rest worked from one main office space. This approach is particularly common if the entire leadership team is in the office. The rest of the company is likely to become office-centered by default as the leadership team will generally have in-person conversation and collaboration, excluding remote workers.

In this model, the company offers a remote work policy and might have some employees scattered, but those who work in-office and those who don’t are differentiated by the connections and opportunities in-office folks get by working so closely with the leadership team.

Another way for this setup to take shape is if the bulk of employees work from the office, including most of a specific team. For example, if most of the marketing team is in-office but a few individuals choose to remain remote, there’s a good chance the rest of the marketing team will have conversations without them and form closer relationships purely as a result of working together every day. Overall, the biggest pitfall of this approach is that remote workers can end up feeling like second-class citizens. They also often have fewer career opportunities. That combination is bad for employee engagement , productivity and retention.

Examples of Hybrid Work Schedules

• Split Schedule:  Employees split up their work week so they spend days in the office and at home.
• Team-Driven Schedule:  Each team in a company determines where they would like to work throughout the week.
• Company-Driven Schedule:  Company leadership determines which days employees will be set to work in-office and at home.
• Staggered Schedule:  In addition to determining what days to come into office, staggered hybrid schedules also determine what times employees should arrive and depart from work.
• Full-Flexibility Schedule:  Allow each employee to choose where they would like to work.

Hybrid Work Schedule Best Practices

A hybrid model can seem like an easy solution to the current problems companies face because they get to keep their office space while also accommodating both those who prefer in-person and those who prefer remote work. As with most things, however, the easiest solution isn’t always the best. The hybrid model may seem like an easy solution, but it’s not without hurdles that must be overcome.

Pay Attention to Where Leadership Works

A big part of successfully running a hybrid model is determined by where the leadership team spends their time. If the company leadership works primarily from the office, other people will also likely want to work from the office. This arrangement could unintentionally shift things to an office-first culture if it wasn’t already the case.

Quora’s CEO was explicit on this point : “I will not work out of the office, and I will visit the office no more than once a month. Our leadership teams won’t be located in the office.” Here, D’Angelo makes it clear that the company recognizes that there are often benefits to working alongside the leadership team in-office and that, to fully embrace their remote-first culture, leadership needs to work primarily remotely.

An unbalanced culture in which leadership is primarily in the office could lead to inequalities around recognition. Employees who choose to work alongside leaders in the office space will be more visible and may attract more attention to their work. This setup ultimately disincentivizes remote work and can lead to remote workers feeling like an afterthought.

Be Aware of Who Is Promoted and Recognized

Along these lines, Dropbox raised a significant issue that many people have flagged with the hybrid model — promotions might not be awarded equally. As Dropbox’s statement said, “Hybrid approaches may also perpetuate two different employee experiences that could result in barriers to inclusion and inequities with respect to performance or career trajectory.”

Research on this topic supports the idea that office workers are more likely to be promoted. According to a survey by Gartner , 64 percent of managers are more likely to give office-based workers a higher raise than remote workers as they believe that office workers are higher performers. Despite this bias, the data shows that full-time remote workers are 5 percent more likely to be high performers than their office-bound counterparts.

Organizations can mitigate this problem by having leadership and managers work primarily remotely so that they aren’t unintentionally privileging in-office workers. They can also train managers to identify biases against remote workers while they’re doing performance reviews. Doing so will ensure that remote workers have a chance to grow with the company, leading to better long-term retention .

Offer a Consistent Hybrid Work Experience

One of the other pitfalls of the hybrid model is that it’s more likely to make remote workers into second-class citizens. As much as possible, organizations should strive to give remote and in-office employees the same experience by creating guidelines that prioritize communicating online over in-person.

The company should plan meetings and events with remote workers in mind. Rather than gathering most people in a meeting room and having remote workers join from a screen to the side, everyone should have the same experience by joining the meeting remotely from their own laptop. This way, remote workers won’t feel uncomfortable speaking up or contributing.

By shifting most communication to online rather than in-person, organizations are also less likely to have issues arise from remote workers not being aware of certain conversations or decisions that have been made in-person. Prioritizing online-first communication is a simple step that offers a huge number of benefits to a hybrid workspace.

More From Hailley Griffis How to Better Handle Crisis Communications

Benefits of a Remote-First Hybrid Work Schedule

Reduces workspace inequalities.

The remote-first hybrid work schedule avoids many of the pitfalls of having employees split between office and remote and puts the whole company on a level playing ground rather than rewarding those who work from the office .

Allows Flexibility

A strong remote-first culture will not just mitigate the inequalities that naturally arise with hybrid workspaces, it will allow employees the flexibility to work from where they feel most productive . For some people, this means not working from home.

Christelle Rohaut is the CEO of Codi , which offers daytime workspaces in private homes close to where users live. She’s seen firsthand that working from home isn’t always the best solution: “Assuming that everyone can be as productive and fulfilled working from home is just not inclusive. Many do not have the right conditions at home to feel productive every day (roommates, kids, studio, etc.).”

Provides Co-Working Opportunities

Although much of the current conversation focuses on the difference between working from home versus working in an office, there is also a third option that provides an alternative place for remote workers to work, allows for in-person collaboration and doesn’t require an office — co-working.

Co-working has always been popular in the remote work world as a way to still get occasional in-person interaction without needing to be tied to an office space. As I mentioned above, even fully remote or remote-first organizations will still gather occasionally to co-work. At Buffer, if we have several teammates in one city, they arrange occasional days where they gather at a co-working space and work alongside each other for the day.

Offering a co-working option is a natural fit for full remote teams and the remote-first hybrid model. Some remote workers still prefer to work outside of their homes, and pre-2020 remote work was not necessarily synonymous with working from one’s home.

Remote work doesn’t need to be synonymous with working from home or with never seeing colleagues. The most successful way to do remote work, however, does mean thinking remote-first and not setting up processes for remote workers as an afterthought. This extra planning and attention can ensure the success of the hybrid model and is less likely to leave remote employees feeling left out and unengaged , something most companies are working hard to avoid.  

Frequently Asked Questions

What is a hybrid work schedule.

A hybrid work schedule is a work model where employees work in-office and remotely throughout the week. Hybrid schedules can vary depending on the company and its teams' needs.

How many days a week is a hybrid schedule?

Hybrid work schedules may involve working three days in-office and two days at home, or vice versa, in a five-day work week. They may also involve working four days in one location and one day in the other location during the week.

Importantly, each hybrid work schedule will operate differently based on the company and its policies.

What are the benefits of a hybrid schedule?

Implementing a hybrid work schedule can allow increased work flexibility, reduce workspace inequalities and provide co-working opportunities for remote-first employees.

Recent Expert Contributors Articles

What is hybrid work and why do employees want it?

Hybrid work is a big departure from the traditional work model. But what exactly is hybrid work—and how has it changed over time? Hybrid, flexible, or distributed work—whatever you choose to call it—has transformed the way we think about work. It’s a flexible, modern way of working that’s been swarming around the working world for years. Yet, despite being popular with so many companies worldwide, hybrid work isn’t one-size-fits-all. Instead, it comes in different forms for different businesses and their employees. In this post, we’ll explore what a hybrid work model is, including how you can transition to one smoothly.

‍ Here’s what we’ll cover:

What is hybrid work?

The benefits of hybrid work (and the disadvantages), 4 types of hybrid work schedules, how hybrid work has evolved—and some key learnings, hybrid work best practices and how to adopt a hybrid work model, technology you need to make hybrid work.

Hybrid work is a flexible approach that combines working in an office environment and working from home. Hybrid work varies in flexibility and supports a variety of different work schedules. Organizations that use a hybrid work model can offer a better work-life balance to their employees. This in turn drives productivity and employee engagement at work, and helps businesses operate more efficiently as a result.

We know employees see the value in hybrid work. A 2023 Gallup survey found that more than half of employees with remote-capable jobs want a hybrid work arrangement. And employers also see the benefits of having people back onsite in some capacity. The same survey showed that spending two to three days in the office during a typical week tends to lead to the highest levels of employee engagement, and tends to reduce burnout and intentions to leave the organization. The result? 90% of companies say they’ll return to the office by the end of 2024 , according to CNBC.

Naturally, hybrid work comes with pros and cons. Let’s look at some of the perks (and non-perks) of hybrid work for employees and their companies.

Benefit #1: Employees can work when and how they’re most productive

In an office-first model, people are expected to be on the clock between 9am and 5pm every workday. In a hybrid work model, employees have more flexibility to get work done when, how, and where they’re most productive. This means flexible schedules and locations. For example, some people work best early in the morning while others do better in the evening. They can also choose to work with teammates onsite or do heads-down work from a remote location.

Benefit #2: Better work-life balance

Flexibility is what powers hybrid work, and finding balance is easier in a flexible work arrangement. When employees have more control of their work schedules, they can free up time to take care of the things that crop up in their personal lives—whether it’s running an errand, picking up kids from daycare, or being home for a delivery. According to our very own VP of Sales, Justin Bullock, hybrid work gave him the flexibility to attend his 10-year-old’s birthday party. “As a parent, hybrid work helps me integrate these kinds of activities into my routine. That means more time for the things that matter most, which makes me happier and more refreshed to do work.”

Benefit #3: Hire talent across the globe

Looking to broaden your talent pool? With a distributed workforce, your company can hire talent from all around the globe. Having access to a wider talent pool means you can hire people with specialized skills. This can give your organization a competitive edge, help you move into new markets, and ensure around-the-clock productivity.

Benefit #4: Save on real estate expenses

In a hybrid work model, fewer people can be onsite at any given time. For some companies, this may mean downsizing their real estate . At the very least, hybrid working will help you figure out how much office space you need to support your employees. Rethinking your workplace strategy can help you lower real estate costs or reinvest those cost savings in new satellite offices and smaller co-working spaces.

Disadvantage #1: Harder to collaborate with remote employees

Hybrid work will see people come into the workplace at different times of the week. It means that people will sometimes miss each other and the chance to collaborate on the fly. To get around this, investing in the right technology is crucial. Workplace management tools can enable your employees to get visibility into when coworkers will be onsite and coordinate accordingly.

Disadvantage #2: Requires oversight and maintenance to keep it working

Hybrid work needs a lot of care and attention to get right. If you want to allow freedom and flexibility for your employees at work, it often means balancing that with appropriate oversight and policies. For example, leaders might opt for a “structured hybrid” approach, with teams onsite on a certain day of the week to boost morale and collaboration. This might conflict with flexibility and autonomy, but it’s necessary to get folks together so they can enjoy other freedoms like working from home for the remainder of their week. Being adaptable is also key to maintaining hybrid work. Peoples’ needs change, so you might find that changing in-office days every now and again is necessary for the overall happiness of the team.

Disadvantage #3: Not suitable for all industries

Hybrid work models might not work for every industry. Some organizations have chosen to be fully remote, while others must be onsite in order to function, like healthcare, education, or manufacturing. Because of this, employees may choose different industries based on the levels of flexibility on offer.

Hybrid work is a flexible work model , which means there is more than one way of making it work for your business. For example, it might be important to you to offer your employees maximum autonomy so they can design their work week with zero restrictions or mandates. You might also decide that requiring your employees to be onsite for a certain number of days will help everyone be more productive and happy at work. Choosing the best hybrid work schedule for your business is important. With each schedule comes different benefits and challenges. Here’s a brief breakdown of the four types of work schedules out there.

• Hybrid at-will: Employees can choose which day(s) to come into the office
• "Structured hybrid" or hybrid split-week: Your company assigns specific days for onsite and remote work overall or by team/function
• Hybrid manager-scheduling: Managers choose which day(s) their team comes into the office
• Hybrid mix: A combo of all three options

Granted, hybrid work doesn’t feel new anymore. In fact, with over 70% of U.S. companies using a form of hybrid work in their businesses today, it feels pretty mainstream for many. But hybrid work has been around a lot longer than you might think. According to Gallup, approximately 32% of the U.S. workforce (around 60 million people) were working in some form of a hybrid work model in 2019 . Over time, there’s been a lot of trial and error for those using hybrid work—and that will continue as organizations figure out how it can serve them best. Here are some key learnings from hybrid work over the last few years.

• Hybrid work needs the right tools to be successful. Hybrid work isn’t just the way people work in your office and at home. It's also the way your office works for your people. Upgrade your office with the right tools. Examples might include hot-desking, room booking, or an easy check-in system for employees. For the right tools to make hybrid work, check out our blog post here .
• Hybrid work serves the renewed purpose of the workplace. If your people are traveling into the office from home, you want it to be for the right reasons. Hybrid work works best when your employees have a purpose in the workplace—whether that’s collaboration with coworkers, team meetings, or heads-down work. Ensure the office offers what they need to work in the best way for them.
• Hybrid work looks different for different companies. Hybrid work is a working model that changes depending on who’s using it and why. When you implement hybrid work, ensure it’s designed in a way that works for you. Some examples might be choosing the right schedule for your employees or offering smaller, co-working spaces alongside your main HQ. Remember that hybrid work isn’t a one-size-fits-all approach.
• The future of hybrid work is still fluid. There is no set destination for hybrid work. We know what it is, but the future of hybrid work will continue to look different as workplace dynamics change.

Now that you know what hybrid work is, the different types of hybrid work schedules, and the benefits and disadvantages, it’s time to implement hybrid work into your organization. To adopt a hybrid work model, you need the right people, processes, and technology. Below are some hybrid work best practices for you to follow.

• Communicate with your employees. Communication is key! When you roll out a new onsite work policy, your decisions will affect everyone in your workforce. It’s important to keep them in the loop and ask for their input when rolling out hybrid work or making changes to your hybrid policy.
• Work with HR and IT. Working cross-functionally is important when adopting hybrid work to ensure your workplace technology is seamless and able to support everyone—no matter where they work.
• Create the right work environment. No more rigid or boring offices. Hybrid work means the office must be a place where employees want to work, so creating a dynamic workplace is important.
• Delight and connect remote and onsite employees. Hybrid work will see some folks work from home while others work from the office. Finding ways to connect and delight everyone is an important part of keeping employee happiness and engagement high.

Following the above hybrid work best practices is important for its success in your organization. Let’s now dive into a few things you should consider when moving to a hybrid work model.

Survey your employees and leaders to find out what they need

To build a hybrid model that works for your company, start by speaking with your workforce to learn about their needs. Asking employees and executives will offer valuable and different perspectives. Be sure to ask questions about the working setup each group would thrive in most, as well as how they use the office currently. By asking a range of people, you can create a work model that gets folks ready to embrace change and keeps them motivated to do their best work. Here are some questions to include in your survey.

• Would you choose to work onsite primarily to focus on your own or collaborate with your team?
• How many days per week do you anticipate wanting to work onsite?
• If you had access to an office space closer to home, would you prefer to use that instead of commuting to the office?

Build the infrastructure that's best for your organization

At its best, hybrid work will bridge the remote and onsite environments so employees can work together with ease. Investing in technology in the workplace , such as remote communication tools and video conferencing equipment, will help enable this. Decide whether you need new tools or if you can leverage existing ones in new ways. Establish company-wide communication best practices and encourage team leads to set clear expectations with their employees. For example, you may adopt an asynchronous style of communication to accommodate employees working in different time zones. Create office schedules to manage workplace traffic and create a productive environment for your employees. There are a number of ways to approach this. For example, your hybrid work model may consist of a hybrid at-will policy where employees choose which day(s) they come into the office. Or, you might choose a hybrid manager-scheduling policy where managers control schedules and select which day(s) their folks come into the office.

Invest in company culture

Company culture is the heart of your organization. It can be a massive competitive advantage—and a major contributor to the success of your hybrid work model. Be intentional about defining your company culture to support a hybrid or distributed workforce. It’s also important to create experiences for the hybrid workplace around your company’s core values. For example, if your organization values teamwork, you might arrange an in-person or virtual team-building activity. At Envoy, we use the Donut Slack integration to encourage employees to meet people on other teams for a virtual coffee chat or peer learning exchange.

Create a great workplace experience

Workplace experience is the number one ingredient to your hybrid work model actually working. While your employees may not come onsite every single day, it’s important to ensure that each day in the workplace is purposeful, productive, and seamless. The more people onsite, the better the experience is for those who are there to meet and collaborate in-person. Creating a great workplace experience requires a focus on three elements: space, technology, and people. Thinking about how each component works together will elevate your hybrid work model. For example, creating more purposeful spaces in your office will improve your workplace experience because employees have different areas to choose from. That might be quiet zones, meeting pods, collaboration rooms, or lounge areas. Supporting different types of people and work will help support your hybrid work model. If you need some tips on how to create a workplace people want to visit, check out our ultimate guide to improving the workplace experience.

Gather continuous feedback

As you continue to build a hybrid workplace that’s ideal for your company, remember to gather employee feedback. Be sure to provide more than one way for employees to share their thoughts. For example, you might have an “always-on” Slack channel dedicated to employee feedback. In addition to that, you might send out quarterly feedback surveys to your workforce. Collecting this feedback will help you iterate as you go and build a hybrid workplace that works for everyone. Check out our blog post for more ideas on how to get real, unfiltered employee feedback .

This ultimate guide has armed you with everything you need to know to implement hybrid work successfully in your organization. Now, it’s time to run over the hybrid work software that will power your work model and help transform your workplace. Here are four tools that will help uplevel your hybrid work game.

• Desk/room booking technology. Hot-desking and room-booking allows your employees to book spaces through their mobile app . Employees can book a desk for heads-down work or larger meeting spaces for collaborative work. 
• Workplace schedules. Sync your schedule with your coworkers and team to ensure you don’t miss each other in the office. With workplace schedules, you can easily see who’s coming in and when, as well as invite coworkers to join you for collaboration and onsite meetings.
• Office wayfinding. The literal map to hybrid work success! Office wayfinding uses a map of your office so your employees can search for coworkers, available desks, meeting rooms, and more. ‍
• Workplace analytics software . Get visibility on your foot traffic and space utilization, so you can continue to design a workplace that supports your employees’ best work.

The hybrid model is no longer an alternative style of work—it’s here to stay. But, like any work model, there are benefits and disadvantages. As workplace leaders, you must meet the needs of your workforce or risk losing your talent to employers that do. Use this guide to adopt hybrid working into your organization. Ready to dive deeper into maximizing your space in the era of hybrid work? Read our step-by-step guide to occupancy planning for your hybrid workforce. 

What’s a Rich Text element?

The rich text element allows you to create and format headings, paragraphs, blockquotes, images, and video all in one place instead of having to add and format them individually. Just double-click and easily create content.

Static and dynamic content editing

A rich text element can be used with static or dynamic content. For static content, just drop it into any page and begin editing. For dynamic content, add a rich text field to any collection and then connect a rich text element to that field in the settings panel. Voila!

How to customize formatting for each rich text

Headings, paragraphs, blockquotes, figures, images, and figure captions can all be styled after a class is added to the rich text element using the "When inside of" nested selector system.

Amy is a content creator and storyteller at Envoy, where she helps workplace leaders build a workplace their people will love. Outside of work, you can usually find Amy exploring new places, planning her next trip, or enjoying a coffee and croissant in her favorite cafe.

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Featured Reads

• Hybrid and remote work |
• Everything you need to know about hybri ...

Everything you need to know about hybrid work schedules

According to our research , employees do their best skilled work at home but still prefer the office for most interpersonal work. Different types of work are best suited to different locations, and hybrid work lets you take advantage of that fact. Learn how combining remote and in-office work can help your team get the best of both worlds—the camaraderie of the office, plus the focus and flexibility of working from home.

But the divide between home and the office doesn’t have to be an either/or. Thanks to hybrid work, you can get the benefits of both. 

How to design your hybrid work policy: A research-backed playbook

Learn how to define hybrid work, analyze your current policy, and create and put into place the best hybrid work policy for your organization’s needs.

What is a hybrid work schedule? 

A hybrid work schedule is a flexible work model that combines remote and in-office work . It lets employees work from home on some days and from the office on others. Workers don’t need to be in the office all the time, but they’re not strictly telecommuters either. Instead, team members on hybrid teams reap the benefits of both worlds—the camaraderie of in-office work, plus the focus and flexibility of remote work. 

The three different work models

Hybrid work is one of three different work models. Here’s how they compare: 

In-office work schedule: Team members work from the office all the time, except for occasional work-from-home days for doctors appointments, childcare, and one-off life circumstances. 

Remote work schedule: Everyone on the team works remotely from different locations. There’s no physical office, but remote employees may see each other in person a few times a year for team events or off-site meetings.

Hybrid work schedule: This is a combination of the two prior models. Employees work from home on some days and from the office on others. Some hybrid work models let employees choose when to come in, while more structured schedules dedicate specific days for at-home or in-office work. 

What’s behind the hybrid work trend?

Hybrid work isn’t new, but it’s more popular as a result of COVID-19. The pandemic proved that remote work is possible and even beneficial thanks to improved flexibility, work-life balance, and focus time. As the world started to open up, it became clear that in-office work isn’t the only way to be productive. Employees naturally gravitate toward the office for teamwork and toward home for more focus-intensive tasks. In fact, 49% of workers see the office as more of a social space than they used to, especially when it comes to collaborative tasks like strategy and planning, onboarding, 1:1 meetings, and training. 

The remote-work infrastructure implemented during the pandemic is still in place, meaning it’s been easier for teams to adopt hybrid schedules and stay flexible amidst the continuing uncertainties of COVID. Now 42% of remote-capable employees split their time between home and the office, and that number is projected to top 53% in the coming years. 

Types of hybrid work schedules

Hybrid work comes in many forms, meaning you can tailor your team’s work schedule to fit specific needs and preferences. As you navigate the world of hybrid work, check out these common hybrid work options and learn about their pros and cons.  

Cohort schedules

Cohort schedules are the most structured hybrid work approach. With this format, everyone follows one common rule set by their manager or the company. For example, everyone at the company works in-office on Mondays and Tuesdays, with the option to work from home Wednesday through Friday. 

Here are a few popular types of cohort schedules: 

3:2 model: Employees spend three days in the office and two days at home. This hybrid work policy is easy to coordinate and allows everyone to be in the office on the same days of the week. There’s at least one drawback, though—the 3:2 model doesn’t allow companies to downsize their office space, so it can be expensive.

Bottom-up model: The company lets individual teams decide which days they need to be in the office.They set a goal (like two days in-office per week) and let each team decide what works best for them. The bottom-up model allows teams to work together to determine what office schedule is optimal for everyone—and since different teams are in the office on different days, you can downsize your office space. A potential downside to this method is that it’s harder to get cross-functional teams in the office on the same day. 

Staggered schedules: This hybrid model doesn’t just specify the days employees should come in—it also determines what time they should come in, down to the exact hour of arrival and departure. Staggered schedules are the most rigid cohort schedule, and are best for shift-driven work. For example, a doctor's office might use staggered schedules to ensure there’s enough staff available throughout the day, while still operating at reduced capacity to avoid COVID risk. This would allow doctors to see patients virtually on their work-from-home days, but still ensure there’s sufficient in-office coverage. 

Flexible schedules

Flexible schedules are just that—flexible. They provide no hard-and-fast rules. Instead, employees can work from home when they want and come into the office when they want. 

Flexi-place: This hybrid model gives individual team members the freedom to decide where they want to work on a given day. It’s similar to the bottom-up method, but the decision-making power lies with individuals instead of whole teams. If you want to downsize your office, flexi-pace schedules can still work as long as you have a desk-reservation system. If you have limited space for in-office work, this means employees can reserve a workspace before they come in. Keep in mind that you might run out of space on a given day, so team members who want to come in may not be able to.

Flexi-time: This model allows team members to choose their hours. For example, on work-from-home days team members could work from 8am to noon, run errands, then log back on from 3pm to 7pm. You can also combine flexi-time with flexi-place schedules or cohort schedules to provide even more flexibility for your employees. 

Benefits of hybrid work schedules

There’s a reason hybrid work schedules are on the rise. When done right, they maximize the benefits of both remote and in-office work. Here’s how: 

Boost flexibility and employee satisfaction

Most knowledge workers agree that the divide between home and office isn’t an either/or—it’s a both/and. Employees prefer the flexibility of a hybrid work environment because it helps them fit work around their personal lives. Since employees don’t have to commute every day, they have more time and flexibility for personal and family commitments. And on the flip side, your team can still reap the benefits of in-person collaboration when they’re in the office. That’s the ultimate recipe for employee satisfaction —workers can lead rich personal lives and still feel connected and engaged at work . 

Hybrid employees tend to outperform office-only employees, and are far happier. The reason is that flexibility is a huge benefit for them—they get to do activities they really value while outperforming at work.”

Balance focus time and collaboration

Our research shows that workers do their best skilled work at home, where they can concentrate better. On the other hand, employees prefer office time for collaborative tasks like strategy and planning, onboarding, 1:1 meetings, and training and development. A well-made hybrid work schedule reaps both these benefits—team members can work at home to maximize their focus during skilled tasks, then come into the office for interpersonal work. 

Reduce costs

Some types of hybrid work schedules can help you save money. If employees are in the office less, you might be able to downsize and reduce overhead costs for office space and materials. However, this depends on the type of hybrid schedule you use. If different teams come into the office on different days, you won’t need as much desk space. But if everyone at your company needs to come into the office on specific days, you’ll still need a desk for everyone. 

Best practices for hybrid work

Hybrid work can boost your team’s satisfaction and productivity, but you have to do it right. If your company adopts hybrid work, here’s what to focus on to get the most out of your team’s time—together, and apart.

Coordinate time in the office

Hybrid work is most effective when employees can still collaborate face-to-face. That way, your team gets the best of both environments—the distraction-free focus of remote work plus the engagement and interpersonal connection of in-office work. However, this balance requires some coordination. 

The solution? Synchronize time in the office. Instead of letting individuals choose their own location each day, set a common schedule with your team to ensure everyone is in the office on the same days. Before you nail down your schedule, send a survey to collect information about which days team members prefer for in-person vs. remote work. Then, use that information to create a hybrid schedule that fits your team’s unique needs. 

Foster personal connection

Our research shows that 41% of workers feel more isolated when working remotely—so when you work from home part of the time, in-person connection is that much more valuable. That means in addition to synchronizing your team’s time in the office, it’s also important to make the most of your time together. 

Here’s how to encourage personal connections in a hybrid workplace: 

Make time for in-person collaboration. Get the most out of your time together—schedule 1:1 meetings and collaborate syncs like brainstorming sessions on days when your team is in the office.

Reserve time for in-person bonding. Set aside time for team lunches, coffee chats, happy hours, and other team events when everyone is in the office together. 

Don’t neglect virtual connections. Build icebreaker questions into your meeting agenda to encourage team members to open up over video. 

Create a culture of transparency and trust

Hybrid schedules allow your team to work according to how they’re most productive, but they also mean you won’t see coworkers in person every day. For times when you’re physically distant, transparency and trust are essential to help your team stay connected. You need to know what your team members are working on and how to communicate with them—but you also need to trust that everyone is working, even if you can’t see them doing it. 

Here are some ways to foster transparency and trust on your team: 

Make your calendar public and block off time for focus and personal appointments. That way, your team knows when you’ll be slower to respond. Plus, sharing your calendar prevents people from scheduling meetings when you’re unavailable. 

Share your communication preferences with your team and let them know when you typically answer messages. For example, let your team know if you prefer email over Slack messages, and set expectations that you may not respond right away if you’re trying to focus. You can also set statuses in your calendar or in messaging apps like Slack to indicate when you’re focusing or unavailable to chat. 

Set (and communicate) clear start and finish times for your work day. Setting these boundaries is especially important if you’re a manager, because it encourages workers to completely disconnect when they’re off the clock. When team members know when they’re expected to be working, they’re less likely to suffer from burnout and overwork. 

Avoid micromanaging. As a manager, it’s important to trust that your team is doing their best, even if you can’t see them in person. Once you set guidelines for your hybrid work schedule, trust your team to follow them and avoid checking up on how and where they’re working. This hands-off approach can be hard, but it’s backed by data—people at high-trust companies report 74% less stress, 50% higher productivity, and 76% more engagement than employees at low-trust companies. 

Allow time for focus

According to our research , 21% of knowledge workers say that working from home would boost their focus . But for employees to get the most out of their remote days, they need a break from focus-draining notifications and meetings. Every week workers lose nearly three hours on unnecessary meetings, and every day they’re bombarded with 32 emails. That’s a lot of focus time lost. 

Here’s how to stop the noise and prioritize focus on your team: 

Designate one “ no meeting day ” each week to give people time to find a state of flow in their work. This should be a day when employees can work from home if they want to. 

Define what should constitute a meeting and when you can just send an email or another form of asynchronous communication . And remember, not all meetings need to be 30 minutes or an hour long. Sometimes a 15-minute check-in is all you need. 

Normalize longer response times. 50% of managers and 42% of individual contributors feel like they have to respond to notifications right away. But constantly checking notifications drains away focus, since it can take upwards of 20 minutes to regain momentum after an interruption. As a manager, you can set more realistic expectations around response times and empower your team to snooze notifications when they need to.

Use the right tools for hybrid work

Since hybrid schedules combine in-person with remote work, you need a tool that can keep up as your employees transition from the office, to home, and everywhere in-between. Meetings and email might work when you’re in person, but things get tricky when you need to coordinate projects at a distance.  Luckily, work management software can help you collaborate across time zones, teams, and offices. The right tool can help you organize work in one central location and keep everyone on the same page about who’s doing what, by when. That way you don’t need everyone in a room to know what’s going on—instead, your team can work from anywhere without missing a beat. 

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What is a workcation? (And when should you take one?)

What is hybrid work?

Definition: Hybrid work is a flexible work model that supports a blend of in-office, remote, and on-the-go workers. It offers employees the autonomy to choose to work wherever and however they are most productive.

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Take the Hybrid Work Readiness Assessment. In 10 minutes, we'll help benchmark your organization’s hybrid work readiness.

What is a hybrid work model?

Hybrid work is a people-first approach to managing the workforce that drives increased productivity and job satisfaction while addressing the major challenges of remote work, such as isolation and lack of community. A hybrid work model provides employees with greater flexibility and the option to work from home or anywhere they can be productive. With hybrid work, the workplace is no longer inside the four walls of the corporate office—it’s an ecosystem of employees working from home, in coworking spaces, and the office. Team members can migrate between various locations depending on the work they need to get done.

The hybrid work model can take different forms depending on the organization and the type of work being done.

What are the types of hybrid work models?

These are the four most common hybrid work models:

1. Flexible hybrid work model

Employees choose their location and working hours based on their priorities for the day. For example, if they need to spend time focusing on a project, they can choose to work from home or in a coffee shop. If they want a sense of community, need to meet with their team, attend a training session or join a town hall, they can choose to go into the office. Cisco is leveraging this model and offering its employees the option to choose where they work on any given day.

• Offers freedom and flexibility for individuals to determine where and when they work
• Builds a trust-based relationship with employees, which increases loyalty and job satisfaction
• Expands talent pool, leading to more diverse thinking
• Improves the bottom-line due to cost savings on office space and travel

Challenges:

• Difficult for employees to find a suitable day or time for in-person teamwork
• Lack of visibility into how many people are going to the office on any given day and if the building has the capacity to support them

2. Fixed hybrid work model

The organization sets the days and times employees are allowed to work remotely or go into the office. For example, it could be that certain teams go into the office on Mondays and Wednesdays, while others go in on Tuesdays and Thursdays. Or an organization could allow everyone to work from home on pre-determined days each week. American Express is an example of an organization that has adopted a fixed hybrid work model.

• Increases opportunity for in-person collaboration and team building
• Gives employees the option to schedule appointments or run quick errands on certain days of the week
• Provides the ability to easily forecast office capacity
• Lack of individual choice, which could lead to a loss of productivity if employees aren’t in the optimal setting for the work that needs to be done
• Inability to reduce office space

3. Office-first hybrid work model

Employees are expected to be on-site but have the flexibility to choose a few days a week to work remotely. Google plans to adopt this type of model where employees work in the office three days a week but have the option to choose two days for working remotely.

• Allows flexibility and individual choice
• Helps maintain company culture and community
• Lack of visibility for employees around who will be in the office and when
• Inability to accurately forecast how many employees will be in the office on a given day

4. Remote-first hybrid work model

Employees work remotely most of the time with occasional visits to coworking spaces or the office for team building, collaboration, and training. In this model, the company may not have an office space and instead relies on team members in the same area to get together when they see fit. Twitter adopted this remote-first model and will allow all employees to work from home.

• Increases productivity and job satisfaction for employees who want to work remotely most of the time
• Provides the ability to reduce costs by reducing or eliminating office space
• Potential for employees to feel isolated
• Increased challenges maintaining the company culture and community

What factors are driving hybrid work?

Hybrid work emerged as a viable work arrangement during the COVID-19 pandemic when businesses transitioned to remote work and used virtual collaboration tools to remain productive. While some organizations had hybrid and remote workers before the pandemic, those working arrangements accelerated overnight as most of the workforce went from in-person meetings to kitchen table virtual collaboration.

Now, after realizing the benefits and challenges of remote work, organizations are adopting hybrid work models to extend greater flexibility to employees while maintaining the in-person interactions that are crucial for the company community and culture.

Numerous surveys and research reveal the factors driving hybrid work:

• Remote work has largely proven successful: A majority of executives have seen notable improvements in individual productivity, and diversity and inclusion, according to McKinsey .
• Employees are demanding greater flexibility: 57% would consider leaving their company if they had to return to the office full-time, according to Dimensional Research .
• Businesses see an opportunity to reduce travel and real estate costs: 74% of CEOs from large organizations expect to reduce their office space, according to Fortune .
• Sustainability is top of mind: Daily global CO2 emissions decreased by 19% during the COVID-19 pandemic, nearly half of which resulted from reduced ground transportation, according to research by Nature . Reduced commutes and business travel from hybrid work coupled with a reduction in office space heating and electricity will help promote a more sustainable future. These changes can assist the 60% of Fortune 500 companies with sustainability targets achieve their goals.

What are the benefits of hybrid work?

The shift to hybrid work brings considerable benefits to both employees, businesses, and the environment. It promises to deliver increased flexibility, productivity, and job satisfaction for employees. For the business, it improves the bottom line and expands the talent pool. And the reduction in travel and office spaces leads to a more sustainable future.

Recent research conducted by Dimensional Research reveals:

• 99% of knowledge workers see the benefits of working from home, including increased flexibility, no commute, and having more time to spend with friends and family
• 95% of knowledge workers want to return to the office for activities such as team building, collaboration, and connection to peers
• 53% of large organizations plan to reduce their office footprint, which reduces costs

What is a hybrid work schedule?

A hybrid work schedule is based on flexibility. Your hybrid work schedule will depend on the type of hybrid work model your organization chooses to implement. For some organizations, it will be up to the employee to decide when and where they work on any given day. Others will have set schedules to ensure that teams in the same location can meet in the office or a coworking space for collaboration and team building.

While hybrid work gives you the flexibility to choose your schedule, it’s important to communicate your working hours with your team. Team leaders should approach each individual situation with empathy and understanding, and work with their team members to identify a schedule that works for everyone.

A key pillar of hybrid work is the shift from focusing on location and hours worked to the outcomes that are delivered.

How do I build a hybrid work culture?

Organizations may have concerns about maintaining culture and community when they extend greater flexibility to the workforce. Without watercooler chats or opportunities to interact with colleagues outside of your job function, it can be difficult to facilitate the cross-pollination of ideas. And if the company culture and a sense of shared purpose diminish, it can lead to a loss of productivity and higher turnover.

Therefore, building a culture based on inclusivity, empathy, and trust will be one of the most important aspects of hybrid work.

As work has expanded beyond the walls of the office, keeping the culture intact requires a shift in the way we think about shared purpose. Colleagues need to work together and build connections, whether they are in a room together or virtual, and your collaboration solution needs to facilitate interactions that would occur if people were together in-person.

Organizations can have the best of both worlds when they bring the office and virtual worlds together. Employees can choose where they want to work without missing out on the personal connections and team building that are beneficial to company culture.

Are hybrid and remote work good or bad for employee engagement?

They are a good thing! While many expect employee engagement to drop if employees aren’t going into the workplace every day, research shows that hybrid and remote work can improve employee engagement. In a recent survey , 79% of knowledge workers indicated that their engagement level has stayed the same or improved since they began working remotely.

Is it safe to return to the office?

For information on when it is safe to return to the office, visit your local government COVID-19 planning site. If you’re in the U.S., visit the CDC for the latest guidance.

Bringing people back into the office likely means new protocols and policies to keep employees safe. Social distancing, proof of vaccination, mask requirements, and limiting how many people are in the building may be enforced to ensure safety.

97% of the workforce have concerns about returning, including touching shared office devices, knowing when a room was last cleaned, and knowing if a room is over capacity for safe social distancing. While policies and technology can assist in making the environment safer, the concerns of the workforce will need to be addressed. Communicating these changes will be key to making employees feel comfortable.

For more information on how technology can assist in providing a safe return to the office, download the How-to Collaboration Guide for the Hybrid Workplace .

Why should I go into the office?

The office is also a great place to go if you need to remove yourself from a distracting home environment, need to collaborate with your team, or want a sense of community. For many organizations, the office will act as the central hub for rich collaboration experiences, building connections with colleagues, and engaging in education and training.

95% of knowledge workers say they will go into the office for activities such as:

• Team building
• Collaboration
• Connections with peers

With a hybrid work model, the purpose of the office must evolve, as will the capabilities that are offered in each space. With 98% believing their future meetings will contain remote participants, video conferencing technology should be available in most spaces. If you plan to reduce your office footprint, you’ll need hot-desking and office navigation technology to ensure that everyone can stay productive and get started quickly in any space.

Is there a difference between hybrid work and working from home?

Yes, hybrid work and remote work are different. Remote workers work from home all the time and may not have the option to go into the office. While hybrid workers will spend a portion of their time working from home, they also have the flexibility to choose where and when they work. According to research , 49% of remote workers feel isolated, 37% encounter more distractions, and 35% find it hard to connect with their colleagues. Hybrid work provides options for employees to decide which days they want to go into the office. If a person is feeling a sense of isolation, wants to remove themselves from a distracting environment, or connect with colleagues, they have the option to go into the office.

What’s the best collaboration solution for hybrid work?

Choosing the right collaboration solution is one of the most important decisions you’ll need to make as you adopt a hybrid work model. When the pandemic hit, many organizations had to make quick decisions about what technology they were going to adopt to support a remote workforce. But quick decisions are not often the best decisions.

Hybrid work redefines what it means to work and collaborate in a more distributed yet more connected world. This shift challenges us to rethink the experiences employees need to remain productive and easily collaborate wherever they are. T-Mobile is a great example of a company that quickly realized the challenges of hybrid work and invested in a comprehensive hybrid work solution to help bridge the gap between remote and in-office workers.

When evaluating the best solution for hybrid work, you’ll want to look at the experience and needs of every employee in the organization. Start by asking key questions, including:

• Are my employees equipped to work from home?
• Can my employees expect the same collaboration experience whether they are in the office or at home?
• Can the solution provide IT with the ability to easily scale, monitor, and manage the experience when employees are working from home or in the office?
• Do employees feel included in meetings? Are there easy ways for them to engage and be seen and heard?
• Is the collaboration solution secure?

At Webex, we’re continuously innovating to make working from home and in the office an inclusive, secure, and connected experience for everyone. Learn more about how Webex is solving the challenges of hybrid work .

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Powerpoint Templates and Google slides for Hybrid Work Environment

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The postpandemic future of work: Hybrid, remote, and what’s ahead

May 22, 2021 As infection rates ebb in some regions, many are contemplating the postpandemic landscape and what it means for the workforce. How will COVID-19’s lasting effects shape what’s ahead? Explore a special collection on the future of work  for more insight and gain clarity on the topics that matter, including:

• Ways the pandemic affected labor demand, occupations, and workforce-skill needs
• How executives are thinking about hybrid work's future
• What employees say about remote work
• Reinventing offices as "places of magic"

The future of work after COVID-19

What executives are saying about the future of hybrid work

What employees are saying about the future of remote work

Five Fifty: Hybridized

Reliably connecting the workforce of the future (which is now)

Grabbing hold of the new future of work

Fit for the postpandemic future: Unilever’s Leena Nair on reinventing how we work

The workplace will never be the same: Imperatives for real-estate owners and operators