Thanks to advancements in technology and changing employee expectations, the workplace landscape has significantly transformed over the last few years. Gallup reports that 26% of companies in the U.S. are fully remote, and more than half (52%) offer hybrid work options. However, Gallup’s insights also noted that about 60% of employees who have “remote-capable jobs” would prefer hybrid work arrangements. Only 10% prefer working onsite at the office.
Hybrid work arrangements are popular for employees and employers alike, blending the benefits of remote work with the advantages of in-office collaboration. Hybrid work models include:
- Fixed hybrid schedule
- Flexible model
- Office-first model
- Remote-first model
- Role-based model
- Project-based model
- Asynchronous model
- Compressed workweek
- Seasonal model
- On-demand model
How hybrid work is evolving
Hybrid work has evolved since the COVID-19 pandemic forced knowledge workers into fully remote settings:
- Research shows hybrid models have taken the lion’s share of workplace arrangements over the past few years, rising to 52% in 2026.
- Flex Index reported nearly half of employers required employees to be in the office every day in 2023, but by the end of 2024, less than a third of employers did. Gallup reports that only 22% of workers are in-office as of 2026.
- Fully remote positions account for 26% of workers.
This switch to more hybrid work has changed how hybrid arrangements look for most employees. Organizations have had to evaluate their real estate needs to rightsize office space or reorganize existing workspaces. They’ve also had to update their technology and communication tools to prioritize productivity and collaboration, regardless of where employees are working.
Proven benefits of hybrid work arrangements
Employees’ preferences around their work environments have changed, and companies have had to take note. Employees who enjoy a hybrid work environment seem to enjoy a happy middle-ground, and it shows in the data. Gallup reports that 55% of hybrid employees are “thriving” and 34% are engaged. In contrast, only 46% of on-site employees who have no remote capabilities are “thriving” and only 28% are engaged.
Companies have recognized flexibility is not just a perk but a necessity for attracting and retaining top talent. According to Pew Research Center, 46% of workers would leave their current job if working from home was no longer an option.
Hybrid models also benefit organizations, as more hybrid employees report being engaged compared to in-office workers (per Gallup). In addition, 64% of hybrid employees report that their time is used more efficiently and 61% report less burnout.
Types of hybrid work arrangements to offer employees
Organizations will need to tailor their hybrid workplace offerings to their workforce, industry and compliance requirements, as well as their technological and security capabilities. There are a variety of hybrid work arrangements available, each designed to meet specific employee needs and business goals. Below are 10 popular hybrid models companies can consider implementing.
1. Fixed hybrid schedule
In a fixed hybrid schedule, employees have a predetermined schedule of specific days in the office and working from home. This model works best for organizations whose employees need scheduled face-to-face time to collaborate or brainstorm.
Pros: Team members know when everyone will be in the office, so they can schedule in-person meetings and collaboration time. Additionally, workers know when they’ll be working from home and can better manage their focus time accordingly. This model also provides consistency, which is beneficial for improving engagement and productivity.
Cons: This schedule offers slightly less flexibility than other models and doesn’t take into account employee productivity differences. In-office teams may see decreased individual productivity due to increased meetings or distractions. Also, the organization will have an office space that isn’t in use on days off, which can lead to increased waste.
Tips for successful implementation:
- Organizations should equip team members with tools and technology to seamlessly shift from in-office to remote work.
- They should also collect data to determine which days work best for most employees and ensure they have the right collaborative space available in the office.
2. Flexible hybrid model
The flexible hybrid model offers employees the freedom to choose when and where they work, within guidelines set by the organization. This model works best for employees who need more deep concentration time to focus on projects or those with fluctuating workloads.
Pros: Employees can tailor their work environment to their individual preferences to promote autonomy and job satisfaction. They have more control over their time to efficiently complete tasks and can focus more effectively.
Cons: Without set schedules, organizations have a hard time predicting how much office space they need. Furthermore, this model can increase silos as employees who don’t need to work on projects together may not see each other in the office. Additionally, some employees need more structure and may not be able to schedule their time as efficiently.
Tips for successful implementation: Allow employees to schedule their in-office time to ensure there’s space available and they can collaborate effectively with the right team members. Monitor employee productivity with tools like ActivTrak to guide employees on how to manage their time efficiently.
3. Office-first hybrid model
In the office-first hybrid model, employees are primarily expected to work from the office, with remote work options available on a limited basis. This model is ideal for organizations that prioritize in-person collaboration and believe that the office environment fosters creativity and teamwork.
Pros: A strong office presence enhances team dynamics and creates opportunities for spontaneous interactions, leading to innovative ideas, solutions and team camaraderie. Employees have more access to resources and collaboration. Additionally, workers may have improved work-life balance with more structured working hours and can better shut off at the end of the day.
Cons: Employees have less flexibility around their work environments, which can lead to increased stress, absenteeism or even presenteeism. Productivity may also suffer if employees don’t have ample time or space to avoid office distractions and focus on their work.
Tips for successful implementation: Ensure policies are clear so employees know when, why and how remote work opportunities function. Furthermore, organizations must monitor productivity and workloads to improve workload balance and ensure employees can effectively meet goals.
4. Remote-first hybrid model
The remote-first hybrid model flips the traditional office-centric approach on its head by making remote work the default with employees coming into the office for specific meetings or events. This model works best for organizations with a geographically dispersed workforce.
Pros: Employers using this model may have a broader talent pool by reducing geographical restraints on who they can hire. This model also provides employees with the most flexibility and autonomy, which increases productivity and job satisfaction. Organizations that implement this model tend to be more adaptable in the long term because they have to find and use new technologies to ensure employees are productive and can create a strong company culture.
Cons: Employees may become frustrated if they don’t have the right remote technology or tools to collaborate effectively, especially if they work in different time zones. Managers may be tempted to micromanage employees if they have trouble determining their productivity levels. Employees may also feel disconnected from their coworkers or miss out on opportunities that in-office visibility provides.
Tips for successful implementation: Ensure employees have the right tools, technology and access to resources to collaborate effectively and accomplish work successfully. Prioritize ways for employees to connect so they can build trust among each other and their supervisors, which will increase collaboration and reduce the need for managerial oversight.
5. Role-based hybrid mode
Roles that require access to sensitive data or specialized security clearance as part of their daily workflow or roles where one-on-one client interaction is crucial often must perform their work onsite.The role-based hybrid model tailors work arrangements based on specific needs of different job roles within the organization This works best for a workforce where some roles require more collaboration while others may need to be more independent.
Pros: This model provides the organization more control over compliance or data security issues for roles that require it while still providing flexibility to employees who can work safely in a remote setting. It also requires employers to fully define and explain roles and responsibilities to employees from the outset, which increases transparency.
Cons: Some employees may feel it’s unfair for other employees to have more flexibility, which can lead to dissatisfaction and increased turnover. Additionally, it can be difficult to manage differing technology needs across different job roles.
Tips for successful implementation: Ensure employees who can’t work remotely have access to in-office perks or other benefits to maintain fairness. Also, organizations must communicate clearly with employees on why certain roles have more hybrid flexibility to ensure buy-in. IT and HR teams will both need clear policies to ensure every employee has the tools and security measures they need in place to accomplish their work effectively.
6. Project-based hybrid model
A project-based approach means employees work in the office or remotely based on their specific project requirements. This model works best for teams that require individuals to collaborate in-person during critical phases of a project, like brainstorming sessions or deadlines, while allowing for remote work during less collaborative stages.
Pros: A project-based hybrid model ensures employees are present when their contributions are most needed while providing flexibility to work remotely. This also means better focus and efficiency while team members dedicate uninterrupted time to important tasks.
Cons: Different team members may have different ideas about when independent or collaborative work is more appropriate. This may open the door for unnecessary or unproductive meetings if all team members aren’t on the same page. Employees may also be confused about when remote work is allowed or appropriate if managers don’t clearly outline and communicate policies.
Tips for successful implementation: The organization should develop clear policies around what aspects of a project require in-office work or when remote work is allowed or more appropriate. They should also empower managers and team leads to create and enforce policies that are relevant to their supervisory teams.
7. Asynchronous hybrid model
In an asynchronous model, team members are allowed to work at different times, regardless of their location. This model is particularly effective for organizations with team members in various time zones or those who are more productive during non-traditional hours.
Pros: This model provides a high amount of flexibility for employees and fosters a culture of trust and accountability. Because employees can manage their schedules to maximize their productivity, organizations see improved outcomes and more job satisfaction. They can also increase their talent pools to further geographical areas.
Cons: Employees may find it difficult to connect with their colleagues on projects or to build relationships. Teams risk missing deadlines or dealing with confusing schedules, which can increase frustration and lead to disengagement.
Tips for successful implementation: Asynchronous teams need the best communication, collaboration and project management tools available to ensure they meet deadlines and work together effectively. Organizations should prioritize alternative ways to building company culture and trust among employees that employees may miss during in-person connections. Additionally, organizations will have to evaluate their real estate needs and security protocols to ensure team members have access to the office when they need it.
8. Compressed workweek hybrid model
The compressed workweek allows employees to complete their full-time hours in fewer days, such as working four 10-hour days instead of five 8-hour days. This is a particularly appealing arrangement for employees and organizations who want to provide a better work-life balance.
Pros: Employees get more time off, which increases morale and reduces absenteeism. Employees also have more time for personal pursuits, which leads to a more engaged and productive workforce.
Cons: Customers may lose access to the company due to reduced hours. Furthermore, it can be difficult to balance workloads, which may lead to more burnout and stress.
Tips for successful implementation: Organizations should ensure customer support is covered, which may mean staggering shifts. Managers should also monitor for signs of burnout, especially if employees are working longer hours, and ensure team members take regular breaks during longer days.
9. Seasonal hybrid model
The seasonal hybrid model adapts to the fluctuating demands of a business throughout the year, usually requiring employees to work on-site more frequently during peak seasons. This model is ideal for organizations that experience seasonal shifts and still want to offer team members flexibility.
Pros: This model allows organizations to align work arrangements with their seasonal demands to optimize resources and maintain productivity. It also provides a rhythm and schedule so employees can prepare for more stressful seasons and look forward to more relaxed times.
Cons: Employees may face burnout during peak seasons as stress levels increase. They may also see a dip in productivity during less busy seasons as they recuperate.
Tips for successful implementation: As with other types of hybrid work schedules, managers should monitor employees for signs of burnout and ensure workloads are balanced.
10. On-demand hybrid model
The on-demand hybrid model allows employees to choose their work arrangements based on immediate needs and preferences. This model works best for organizations where employee tasks require more autonomy and less collaboration.
Pros: This highly flexible approach empowers employees to take control of their work environment, promoting autonomy and job satisfaction. Organizations that adopt this model foster a culture of trust and accountability.
Cons: Employees may have difficulty communicating with each other or collaborating when they need to if they don’t know where other employees are working. Managers may also feel they need more “proof” of employee productivity because they won’t see their employees in the office as often.
Tips for successful implementation: Organizations must provide employees the technology they need to manage projects and schedules effectively. There should be a clear hybrid work policy for employees to communicate where they’re working so teams can collaborate. Managers should also have access to employee productivity monitoring data to understand how employees are working and provide support for team members who may be struggling.
Technology you need for hybrid work arrangements
Regardless of which model you adopt, your organization will need the right technology for communication, collaboration and productivity to implement the arrangement successfully. Key technologies you should consider include:
- Video conferencing platforms so employees can meet and collaborate whether everyone is in the office or not.
- Project management tools to keep employees up-to-speed on deadlines, tasks in progress and upcoming projects.
- Communication and collaboration software to ensure employees can work seamlessly wherever they log in.
- Cybersecurity technology to protect employee, customer and company data and privacy when employees are working remotely.
- Productivity monitoring and workplace analytics software like ActivTrak to make informed decisions on rightsizing office space, determining when work-from-home policies make sense and empowering managers to trust their workers when they’re not on-site.
As employee preferences, technology and changing workplace models drive hybrid work’s evolution, companies must find the right model to balance their workforce’s preferences with organizational goals. Leaders need data to make informed decisions about which hybrid model to implement and to ensure changes make sense for their workforce. Take the first step by getting actionable insights to find the right hybrid work arrangement for your employees. Contact our sales team today to get started or to learn more about how we can support your hybrid work strategy.
FAQs about hybrid work arrangements
What are the 5cs of hybrid work?
Wharton Executive Education defines the 5Cs of hybrid work to include: communication, connection, creativity, culture and coordination. This basic framework ensures hybrid workers are empowered to stay connected to their team, feel challenged, have the tools they need for streamlined communication and feel part of the overall team culture. However, Wharton’s model misses a crucial sixth C – collaboration. Hybrid members do not have the same in-person meetings as office employees, and they risk missing out on spontaneous internal collaboration. Communication in hybrid work enables distributed teams to align on goals and expectations regardless of location.
Is four days in-office really hybrid?
Yes, four days in-office is considered a hybrid position if the schedule follows the compressed hybrid model. This means that employees work more hours each day (perhaps 10) and enjoy an extra day off. While this model doesn’t follow the traditional 3-2 model, the hybrid work experience has evolved into more unique and flexible options for workers.
How do hybrid work models affect productivity compared with fully in-office work?
Gallup reports that 64% of hybrid workers report they can use their time more efficiently, and 52% report that they are more productive. In addition, Gallup’s data also shows that 52% of hybrid workers feel that they are thriving, compared to only 46% of on-site workers (who cannot work remotely).
Which hybrid arrangement is best for teams that need frequent collaboration?
On-demand hybrid models and project-based hybrid models are best for teams that need frequent collaboration. These models provide the most control for employees, allowing them to work from the office during important projects that require more collaboration. An on-demand model allows employees to choose their work schedule based on workload and preferences. The project-based model designs schedules around project requirements, requiring workers to be in the office when projects demand more collaboration.
What are the main risks of a hybrid setup for employee retention?
Data suggests that the main threats to employee retention related to hybrid work arrangements may be related to availability of tools and a lack of connection with the office culture and their coworkers. According to data from Gallup, hybrid workers cite “less access to work resources and equipment” as their greatest challenge (31% of respondents). A combined 52% report a lack of connection to the office culture (28%) and a fractured relationship with coworkers (24%) as the greatest challenges.
Should employees have set office days or flexible office days in a hybrid policy?
A hybrid policy may offer either set in-office days or a flexible setup. Hybrid models that are project-based require employees to work in the office when the project requires more collaboration. On-demand models let employees choose their schedule based on different factors. Compressed workweek models require employees to work in the office for a set number of days and work longer per day.
What is the difference between office-first and remote-first hybrid models?
The difference between office-first and remote-first relates to the number of days that employees are expected to work in the office. An office-first hybrid model requires employees to work the majority of the week in the office; a remote-first hybrid model allows employees to work from home the majority of the week.
This article was originally published on Mar 25, 2025, then updated on Jul 28, 2026
