The advantages of a hybrid work model

The workforce management model has shifted as employers look for ways to improve both productivity and job satisfaction. It’s no longer a given that the workforce will come into the office every day. Now, remote work is an option, and so is the hybrid model — one of the most popular and beneficial work models. For businesses in various industries, the advantages of a hybrid work model are worth the switch.

Find out how your company and team members could benefit from a hybrid work model, along with tips to help you make the switch.

What is hybrid work?

The hybrid work model is a workforce management approach that allows your team to work from the office, home, or anywhere that enables them to be productive. With increased flexibility, your company can become a flowing ecosystem as team members move between work environments. Rather than being limited to the four walls of an office, team members have the flexibility to work when and where they're most productive.

Hybrid work is designed to incorporate the optimized productivity and job satisfaction of remote work with the sense of community and collaboration of in-office work, ultimately giving your people the best of both worlds.

Different types of hybrid work models

Hybrid work can be broken down into several different types of work models depending on the work environment, scheduling, and team division. Consider your company's work preferences when choosing a hybrid work model to ensure it will be most effective and beneficial for your team.

At-will or flexible

At-will or flexible hybrid models allow team members to choose where they want to work on a given day. With a hybrid model, team members can decide where to work based on their daily responsibilities, personal needs, or other factors that may influence productivity. While someone may choose to work from home one day, they could work onsite or from a shared workspace the next day.

This model allows for the most flexibility and requires trust in your team to get their work done. Team members may feel motivated with more trust instilled in them and appreciate the freedom to run quick errands or do chores around the house as long as their work gets completed. 

Split-week

The split-week model involves your company setting specific days for certain employees to be in the office or working remotely. This allows you to control office capacity on any given day, which is especially beneficial if you use shared spaces in the office. For example, you may designate Monday and Tuesday as remote work days and Wednesday, Thursday, and Friday as onsite days for your sales department — while the human resources department operates on the opposite schedule. 

This model offers predictability, allowing you to plan consistent meetings and know when to expect certain people onsite. A split week also provides some structure to the work week, which can help promote productivity. 

Shift work

Arguably one of the least favored hybrid models, shift work involves having your team alternate between morning or evening onsite shifts and working at home. Many team members may struggle to find a routine in this type of schedule, especially those with kids or families. Regardless, this model can benefit some companies, such as those with operations running around the clock or close to it. 

Week-by-week

Rather than split each week between remote and onsite work, you could use the week-by-week model. This model involves designating certain team members, departments, or groups of people to work remotely for an entire week while others are onsite, having them alternate depending on the week. So, similar to the split-week model, you could have your sales department physically report to work the first and third weeks of each month, then work the second and fourth weeks remotely. You'd put other groups on the opposite schedule.

This schedule works well for companies with large workforces, allowing you to use a smaller workspace, since your entire workforce will never be onsite simultaneously. While this is cost efficient, there's limited flexibility for urgent meetings or unprecedented issues with remote teams. 

Office-first or remote-first

The office-first and remote-first models are similar, both allowing team members to choose between working onsite or remotely. The remote-first model is much like the at-will model — team members primarily work remotely and can choose to come to the office as needed. For example, team members may come onsite for a client meeting or to use a shared workspace. 

The office-first hybrid model still gives team members flexibility, though they must be present on site more often. This model can work best if your company relies on in-person collaboration — team members can collaborate primarily onsite, while still having some flexibility for individual work. For example, team members may work in the office several days to collaborate on projects or meet with clients, then spend one day working remotely to complete individual work.

Designated teams

Depending on your company, you may be able to designate certain teams as completely remote or onsite. For example, some positions, like factory workers, can only be effective in person, while positions in IT, administration, and sales may be able to work fully remotely. 

This hybrid model can help improve efficiency and reduce costs, though it's important to maintain consistent contact with remote team members to help prevent feelings of isolation. Be sure that each team member is working to their highest capabilities and has growth opportunities, whether remote or onsite.

The benefits of hybrid work

The benefits of hybrid working often include a positive impact on your team members and the company as a whole. Hybrid work models are widely recognized for improving job satisfaction and overall productivity, though there are many more benefits. If you're wondering if implementing a hybrid work model would be worth it for your company, consider how these benefits could impact your company and team members.

A more productive and efficient workplace

A work environment can have a significant impact on productivity. For example, some team members may feel they work most effectively in private, quiet areas rather than traditional office settings because they can achieve deeper focus. Giving your people the option to choose where they work allows them to work in environments that encourage concentration and overall productivity. 

Additionally, hybrid models enable your company to adjust the workspace to improve onsite efficiency. For example, rather than give each team member an assigned desk that will be empty when individuals work remotely, implement more open workspaces or hot desking. These options allow team members to work onsite while efficiently using office space. 

Increased job satisfaction

Hybrid work models can give team members a sense of autonomy and control over their work lives. Their gained freedom and trust at work ultimately leads to more team members feeling satisfied, happy, and engaged in their roles. Job satisfaction is essential for retention rates and overall improved business outcomes. A satisfied workforce is productive and willing to work.

Improved work-life balance and mental health

Many people find it difficult to maintain an adequate work-life balance when working either fully onsite or fully remote. In traditional work models, work often leaks into personal lives, making it challenging to separate the two and negatively impacting your team members' mental health. 

One of the benefits of hybrid work models is that your people have more flexibility to make their personal and work lives fit together most effectively for them. Hybrid team members can spend equal time on professional and personal goals and tasks. With increased work-life balance, your people will feel less stressed and can maintain their mental health. Showing your team that these factors matter to you can also help improve job satisfaction.

Lower operational costs

A major benefit of hybrid workplaces is the ability to lower operational costs in numerous ways. For example, if most of your workforce works remotely most of the time, you can downsize your office rather than pay for a large empty space. You can also save on office supplies, maintenance, and utility bills.

Cast a wider net

Requiring your teams to work onsite every day limits who you can hire to local candidates willing to relocate. Hybrid work models allow you to access a larger, more diverse talent pool with the option to hire fully remote team members. Allowing team members to work remotely allows your company to find candidates worldwide with optimal qualifications and capabilities.

More opportunities for development and upskilling

With a hybrid work model, your team members can make more time for development and upskilling. As your people use their flexibility and time more effectively with a hybrid model, they'll be more readily available to learn new skills, develop their careers, and grow your business.

Better collaboration

With technological advancements, your team members can work on the same document or project from anywhere worldwide. Workplace and content management systems allow your people to create, edit, share, and collaborate without needing to be in the office simultaneously. With the right technology, team members can meet virtually and still work as a team on certain tasks. 

Less commute time

Hybrid work allows team members to reduce the amount of time they spend commuting to and from the office. Rather than spending this time traveling, your people can use their time more productively. The average American commutes nearly an hour per day, resulting in tons of carbon dioxide emissions being released into the atmosphere yearly. Reducing the number of team members who commute every day can also benefit the environment. 

Stronger employer-employee trust

Hybrid work is an effective way to show your people that you trust them to complete their work and do what's necessary to be productive. This also encourages team members to step up and prove that they can be productive and are worth trusting. Stronger trust between you and your team helps cultivate long-lasting, effective partnerships.

Hybrid work best practices

As you consider implementing a hybrid work model, consider these tips and best practices to help ensure the transition is as smooth as possible. 

Pick the right hybrid model for your workplace

Remember that each company has unique needs and preferences, so while another company may use one hybrid model, your company may require a different one. Work closely with your human resources department to choose a hybrid model that will properly reflect your teams' needs and allow for maximum productivity. It's best to ask for input from your people to ensure you meet their needs adequately.

Make time for connection

Making time for connection between team members is important, as some hybrid models can create a disconnect between remote and onsite teams. Plan face-to-face and virtual team-building activities to allow team members to connect and develop a sense of community despite not meeting in person daily.

Embrace and set expectations for asynchronous communication

Asynchronous communication means that the person you're contacting won't respond immediately. This form of communication works well for hybrid and remote workforces because team members can focus on their responsibilities first while staying updated. Setting expectations for how your people will use asynchronous communication ensures everyone can make meaningful contributions regardless of where they work on a given day.

Consider and make space for different needs

Expect your people to respond and adjust to a hybrid work model differently, which will require your support. Accommodating different needs can happen in several ways, like designing office space for efficiency, rewriting your benefits system to ensure fairness, or implementing an open-door policy so team members can come to you when concerns arise. 

Being an effective leader during and after transitioning to hybrid work is essential, as your people will look to you for guidance. Be willing to work with team members to create the most effective hybrid model for everyone.

Use the right tools

Using the right tools and management systems will help you run a hybrid workforce and enable your team members to work effectively within a hybrid model. Cyber security, tech support, cloud storage, and content management platforms are extremely useful, and often necessary, tools for hybrid workforces.

Check on your people regularly

It's easy for employees to feel isolated or disconnected when working remotely. To prevent this, be sure to check on your team members regularly. Whether you schedule ongoing virtual meetings with individuals or have monthly team meetings in person, consistently meeting with your people is essential to stay connected and ensure they feel seen. For example, check-ins can be used to celebrate achievements, set goals, address concerns, or simply chat.

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