The hybrid working model is more than just a pandemic-era solution – it’s a strategic operating model to enhance productivity, support flexibility and help organizations attract top talent. As leaders recognize hybrid workplaces as a foundational shift in how modern businesses run, competitive organizations are looking for ways to make hybrid models work for them.
Find out everything you need to know in this executive-level briefing on how to transition your workforce into a hybrid future with practical, strategic and data-informed steps.
What is a hybrid work model?
A hybrid workplace is a model where employees split time between working remotely and working in a physical office. Unlike a fully remote arrangement, hybrid models require employees to come into an office at least part time. These Hybrid work arrangements vary from set models (such as employees working the same three days in the office) to flexible schedules (such as where employees choose which days or times to work from the office). Each type offers the same benefits to organizations when implemented correctly.
Benefits of a hybrid model
Introducing a hybrid model to your workforce brings several benefits and impacts to the business.
Productivity
Studies and internal reports show hybrid models are great for improving employee productivity because they combine the best aspects of work from both remote and in-office models. Employees focus better when they work from home and improve collaboration when they’re in the office. Better yet, modern productivity tools like ActivTrak empower leaders to measure productivity by location and align hybrid schedules with employee needs.
Work-life balance
Employee well-being is a major driver of hybrid models, as burnout has raged through workplaces since the pandemic. Research shows hybrid work improves employee satisfaction and retention by giving people more control over their schedules. This supports well-being, engagement and mental health, especially for workers in knowledge roles.
Social connection
Remote work in any form presents challenges to company culture. Instead of eliminating in-person connections, hybrid models enhance them through more intentional interactions. Employees know when they’ll see their colleagues and plan strategically for collaboration. This strengthens team cohesion while reducing the drain caused by daily commutes and office distractions.
Broader talent pool
Organizations with hybrid models open their talent pool to a greater number of applicants. First, by removing geographic restraints, hiring managers find the right new hires from a broader range. But employees also prefer hybrid models, which means more talented applicants apply in the first place. This empowers organizations to enhance DEI efforts, fill specialized skill gaps and scale teams without adding office space.
Operational efficiency
One of the biggest benefits hybrid organizations see is cost savings from reduced real estate, utilities, office perks and even travel requirements. Implementing a hybrid model allows the company to right-size expenses rather than eliminating them entirely. For example, if different teams come into the office on different days, the organization can reduce the amount of real estate space they pay for as smaller groups meet throughout the week.
Challenges of a hybrid model
While hybrid models offer a host of benefits, there are still challenges organizations must prepare for.
Collaboration barriers
Hybrid teams face issues with collaboration, especially when teams work remotely at different times. Time zone differences, tool fatigue and lost context in asynchronous work are all hurdles to effective collaboration. However, many organizations avoid these issues by going digital-first, instilling communication norms and investing in the right technology.
Visibility into employee activity
Managers repeatedly point to a lack of visibility as a concern in remote or hybrid environments. How do managers know teams members are working if they can’t see them? To remove this barrier, managers need to learn how to focus on outcomes and trends rather than presenteeism. Workforce analytics provides insight into what work is done, allowing leaders to provide better support and avoid micromanaging. These tools also help managers focus on trends rather than surveillance.
Equity and inclusion
Lack of visibility isn’t just a problem for managers – employees fear their supervisors won’t recognize achievements if they can’t see them. Studies show this fear is valid, as proximity bias and promotion gaps between in-office and remote staff create problems for hybrid teams. However, many organizations successfully build company cultures that ensure all team members get the recognition they deserve through standardized feedback processes, clear KPIs and intentional mentorship.
Company culture
Contrary to popular belief (or at least popular hand-wringing), company culture doesn’t disappear for hybrid teams – it just requires more active shaping. Managers need to prioritize team building for remote workers in innovative ways. Leaders should model hybrid behaviors for their teams, and the organization should adopt hybrid onboarding methods and shared rituals to keep the company culture going.
Security
Remote environments always introduce cybersecurity risks to the workforce. Luckily, these risks are manageable. Leaders must implement and enforce proper IT controls, endpoint protection and secure collaboration tools to keep customer data, company IP and employee privacy safe. Employee monitoring systems provide another layer of protection by alerting IT when compliance or cybersecurity issues pop up.
Strategies for successfully implementing a hybrid model
While every organization has to create a hybrid model based on their company’s needs, several proven strategies ensure hybrid success.
Develop a clear hybrid work policy
The first step in creating a successful hybrid workplace is defining your hybrid policy. You need to state what type of hybrid work model your organization clearly follows, including expectations around schedules and working hours, availability, performance measurement and office use. For example, how many days per week should employees report to the office? Will all employees work in the office on the same days, or will team members get to choose when they meet? Hybrid workplaces aren’t always one-size-fits-all arrangements, and some roles may not be a good fit for any remote work. These team members may need other flexible work arrangements to create fairness among departments. Ensure managers understand how to enforce the policy, and document every aspect.
Invest in leadership and management training
Leaders need to adapt their management styles to suit a new hybrid work model. All managers and leaders should receive training on how to effectively manage remote employees and avoid the urge to micromanage. Emphasize outcomes-based coaching, digital EQ and inclusive team practices. Also, equip managers with the right tools to monitor KPIs, productivity and employee performance and wellbeing.
Optimize physical and virtual workspaces
Moving to a hybrid model means the office environment has to change. Offices must be designed for collaboration, not just desk time. Remote workers also need proper setups at home and access to the same resources as in-office teams. Ensure your tech stack is digital-first so remote and in-office teams can work seamlessly from any location. Prioritize communication tools like video conferencing and chat, collaboration tools like project management or file-sharing programs and monitoring tools like workforce analytics software. Together, these tools create an inclusive workspace while empowering managers to tweak productivity issues as they arise.
Boost productivity by pairing a hybrid model with ActivTrak
To realize the benefits of hybrid work at your organization, you need a clear strategy based on data and best practices. Hybrid success hinges on accountability and visibility – both strengths of ActivTrak productivity monitoring. Explore workforce analytics to gain insights that drive sustainable hybrid performance. Schedule a demo to see how ActivTrak boosts hybrid productivity for organizations of all sizes.
