Thanks to advancements in technology and changing employee expectations, the workplace landscape has significantly transformed over the last few years. According to a 2023 survey, 71% of organizations offer hybrid models for employees. A report from iCIMS showed 93% of employees cited flexibility as one of their main priorities in a job.
Hybrid work arrangements are popular for employees and employers alike, blending the benefits of remote work with the advantages of in-office collaboration. Explore various hybrid work models that your organization can adopt to enhance employee satisfaction and productivity in this article, including:
- 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 43% in 2025.
- 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.
- At the same time, the number of organizations that offered fully remote work fell from 31% to 25% between 2023 and 2024.
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.
Companies have also had to find the sweet spot of required on-site days to maximize the benefits of in-person collaboration with increased employee autonomy. Gallup reports that number of days appears to be three, with employees preferring to come into the office on Tuesdays, Wednesdays and Thursdays.
Proven benefits of hybrid work arrangements
Employees’ preferences around their work environments have changed, and companies have had to take note. Gallup reported 60% of employees said they would prefer a hybrid work arrangement compared to in-office (7%) or fully remote work (33%). Employees cited improved work-life balance, less burnout, and higher efficiency and productivity as the benefits of hybrid work, while they reported less access to resources, less connection to colleagues and decreased collaboration as their concerns.
Companies have recognized flexibility is not just a perk but a necessity for attracting and retaining top talent. Gallup reports nearly 30% of employees who currently work in a hybrid model would look for other work if their employee stopped offering opportunities to work remotely at least some of the time, while 64% of fully remote workers said the same.
Hybrid models also benefit organizations, as a Microsoft study recently found remote and hybrid employees were more productive than fully in-office counterparts. Gallup also found employee engagement was highest among remote and hybrid employees, scoring as much as 10% higher than in-office workers.
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 consistently, 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 model
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.
