What is Hybrid Work?

Hybrid work is a flexible working model that has come to define the workplace in the 2020s. Hybrid work models had been around for decades already, but adoption took off when remote work suddenly became a necessity during the COVID-19 pandemic. Now, the hybrid working model stands out for its virtue of being able to offer flexibility, raise productivity, drive employee engagement—and build a more attractive employer brand. In fact, six out of ten employees with remote jobs would like to have a hybrid work arrangement.

In this article, we’ll go deeper into what the hybrid model is all about, explore its benefits for both employees and employers and look at different ways to set up a hybrid work schedule.

What is Hybrid Work?

Hybrid work is a flexible model arrangement that combines elements of both remote and in-office work. In a hybrid setup, employees have the freedom to work from home on certain days while coming into the office on others. This arrangement aims to balance the benefits of remote work, such as reduced commuting time and increased productivity, with the advantages of in-person collaboration and social interaction. Currently, remote and hybrid work are two mutually reinforcing concepts: Companies that allow employees to go remote are offering a hybrid work model.

What Does “Hybrid Remote Work” and “Hybrid Job” Mean?

When we elaborate on hybrid remote work, we’re referring to the setup where employees can work from home some days and come into the office on others. It’s a more flexible approach that adapts better to diverse needs and preferences.

A hybrid job, on the other hand, is a role designed to support this flexible work arrangement. It means that while some tasks can be handled remotely, others might require an office presence.

Benefits of Hybrid Work

Hybrid work is a win-win for both employees and employers. Let’s see how this happens.

Advantages for Employees

Hybrid work transforms the traditional 9-to-5 grind by offering employees the flexibility to blend remote and in-office work. This shift provides a range of benefits for workers, such as:

• Improved work-life balance: Hybrid employees are provided with more time to spend with family, pursue personal interests, or manage household responsibilities.
• Reduced commute: Employees can save time and money by cutting down their weekly commute.
• Mental health: Hybrid work can contribute to better mental health, as it can reduce stress and provide a more comfortable work environment.
• Increased job satisfaction: The ability to choose where and when to work can lead to higher job satisfaction and motivation.

Advantages for Employers

More than just a trend, hybrid work is a strategic advantage from an employer's perspective. Among its advantages as an employer you can find:

• Reduced overhead costs: When downsizing office space and reducing utility expenses, employers can significantly lower their operating costs. WeWork knows about this.
• Access to a broader talent pool: While hybrid work still requires employees to be physically in the office a few days a week, this approach allows companies to recruit talent from a wider geographic area and attract top candidates who may not be willing to relocate but are willing to make the effort to commute some days.
• Increased productivity: Hybrid work can lead to improved employee productivity due to factors like reduced distractions and increased job satisfaction. Indeed, the Bureau of Labor Statistics published a report that supports this claim.
• Positive company culture: Hybrid work can help create a more collaborative company culture, as it motivates employees to communicate and work effectively both in-person and remotely. In big companies, employees who didn't work in the HQ were, involuntarily, left out of important conversations. By design, hybrid work does away with this limitation.
• Improved employee retention: Offering hybrid work can help employers retain top talent without damaging performance.

Hybrid Work Schedule

Hybrid work schedules can vary widely in terms of frequency, flexibility, and the balance between in-office and remote work. Here are five common types:

1. Fixed days: Employees work in the office on specific, predetermined days each week. This provides a solid, consistent structure and can help with planning and collaboration.
2. Flexible days: Employees are free to pick their workdays, often with a minimum number of work days per week.
3. Core hours: Employees are required to be in the office during specific core hours, but they are free to choose their start and end times. This provides flexibility while keeping some overlap for in-person collaboration.
4. Team-based: Teams decide their own hybrid work schedules collectively, allowing them to adapt their arrangements to their specific needs and preferences.
5. Manager-Driven: Managers set hybrid work schedules for their teams based on departmental needs and priorities.

Plenty of arrangements can exist in a company at the same time.

Examples of Successful Hybrid Work Schedules

Many companies have successfully implemented hybrid work schedules. For instance, HubSpot offers a flexible model where employees choose their in-office days, while Capital One implements a fixed hybrid work model that uses a 3/2 split with fixed days for a balanced approach. Spotify goes further, offering flex time for employees to customize their in-office hours.

Challenges of Hybrid Work

Hybrid work offers some fantastic perks, but it’s not without its hurdles. Let’s take a look into some common challenges so you don’t get surprises.

Communication Barriers

One of the biggest hurdles with hybrid work is communication. When team members are spread between home and the office, it’s easy for someone to miss out on important updates or live conversations. To combat this, try using tools that keep everyone in the loop, like shared calendars and messaging platforms like Slack.

Team Cohesion

Building team spirit can be tricky when some team members are working remotely, and others are in the office. This split can sometimes lead to feelings of disconnection or favoritism, especially if in-office employees get more “face time.” To keep the team relationship strong, you can make an effort to include remote workers in office-based meetings and events. The classic offsite meeting can be in the office.

Proximity Bias

When some employees are in the office more often, there’s a risk of developing “ proximity bias”—where those present in person may get more attention or opportunities. To avoid this, make sure that recognition and career development are based on performance rather than visibility.

Tech Dependency

Hybrid work means relying more on technology to keep everyone connected and productive. While tech tools can be incredibly helpful, they can also be a double-edged sword if they’re not used responsibly. For example, remote workers should be given the option to turn their notifications off during non-work hours.

Implementing Hybrid Work in Your Organization

Transitioning to a hybrid workplace doesn’t have to be a daunting process, but it does require thoughtful planning. Let’s talk about how to make it work, from the key steps to take to the tools and leadership needed for success.

Steps to Transition to a Hybrid Work Model

1. Think about your organization’s needs: Begin by evaluating whether hybrid work fits your organization’s structure. This means considering which roles can work remotely and which might need more in-person time.
2. Set clear policies and expectations: Define what hybrid work will look like for your team. Will there be designated in-office days, or will employees have the flexibility to choose?
3. Prioritize flexibility: A flexible approach is key to making hybrid work a long-term success. Be ready to make changes on the run.

Tools and Technologies That Support Hybrid Work

Implementing hybrid work successfully requires the right technology to keep things running smoothly. Communication platforms like Slack or Zoom keep your team connected, while cloud-based collaboration tools such as Google Workspace help projects stay on track. 

To manage your hybrid workforce more effectively, TalentHR is an excellent solution. Among its wide range of tools, this all-in-one platform helps to simplify employee schedules, track productivity, and improve the onboarding experience.

Role of Management and Leadership in a Hybrid Work Environment

Rather than focusing on physical presence, it’s important to shift towards measuring outcomes and building trust. This means setting clear goals and giving employees the autonomy to meet them. Leaders also need to create an inclusive environment where both in-office and remote employees have equal opportunities for growth and recognition.

Hybrid Work Related FAQS

How can companies keep up with privacy and security issues in a hybrid work model?

Companies should implement strong security protocols. VPNs were once a staple, but they might have lost ground when many tools became SaaS offerings. Instead, mandating multifactor authentication and providing regular cybersecurity training for employees might be the best paths.

What are the legal considerations for hybrid work?

Employers must comply with local labor laws regarding working hours, data protection, and workplace safety, even for remote employees. It's important to review employment contracts, taxes, and administrative rules for employees working in different locations.

How should companies handle hybrid work onboarding?

New hires should receive comparable access to training, tools, and team introductions, regardless of their location, checking they feel integrated from day one. It doesn't mean it has to be the exact same for every employee. You can always resort to a customized, special onboarding process for remote or hybrid workers.