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The new normal isn’t so new anymore, and its staying power is perhaps most evident in the many organizations that have adopted a hybrid work model. Hybrid work helps organizations and employees realize the benefits of remote work without sacrificing the familiarity and stability of traditional in-person workplaces. Let’s take a look at how and why organizations are increasingly turning to hybrid work arrangements — and see whether it might be a fit at your company.
What is hybrid work?
Hybrid work is a contemporary employment framework that features some mix of traditional in-person work with off-site remote work. It acknowledges the reality that various tasks, projects, and individual work styles benefit from different degrees of physical proximity and remote collaboration. Adopting a hybrid work model helps organizations create a workplace that better meets the diverse preferences and requirements of today’s employees.
Why is hybrid work popular?
The movement toward hybrid work is a natural response to the evolving needs of both employees and organizations. Here are just a few of the reasons that hybrid work models have become a mainstay in today’s workplaces.
Enhanced flexibility and work-life balance
Hybrid work gives employees more control over when and where they get the job done. This flexibility lets individuals better integrate their professional responsibilities with personal commitments and interests, fostering a healthier and more sustainable lifestyle. Improved wellness leads to better work-life balance and reduced burnout, increasing employee engagement and availability across your company.
Better talent attraction and retention
In many industries, the best talent has more opportunities available than ever before — and many have gotten used to the benefits of a more flexible work environment. Organizations that offer hybrid work are more likely to attract and retain these employees. Hybrid work models signal to prospective employees that the organization is open to a variety of work styles and wants to meet the diverse needs of its workforce.
Increased productivity
Many hybrid work models allow employees to tailor their work environment to suit the needs of various projects and tasks. If a team member needs to put together a presentation and needs input from various other stakeholders, collaborating in-office might let them get the work done more efficiently. But trying to get a coding task done by the end of the next sprint might instead benefit from a comfortable home office environment free from in-office distractions. By empowering teams and individuals to match their work setting to the task at hand, hybrid work leads to a more pleasant and productive employee experience.
Cost savings and operational efficiency
The hybrid work model often translates into tangible cost savings for organizations. With less need for physical office space, companies can reduce real estate expenses and operational costs. And employees save on commuting time and expenses, further contributing to efficient resource use and sustainability.
Improved business continuity and resilience
Most companies today understand the importance of supporting business continuity and resilience in the face of unexpected circumstances. The adaptability of hybrid work helps organizations navigate disruptions without sacrificing productivity or employee engagement. A workforce used to the rhythms and demands of both in-office and remote work is well-equipped to lean into whatever type of work mix is required to successfully manage challenges whenever they arise.
Diverse collaboration opportunities
Hybrid work lets employees collaborate in ways that fit their style best, whether that’s focusing on in-person interactions or connecting digitally. The ability to leverage both physical and virtual spaces enhances team collaboration and innovation, fostering a more dynamic work culture.
The difference between hybrid work and remote work
While the terms are sometimes used interchangeably, and both are seeing increased use by organizations around the globe, hybrid and remote work are two distinct paradigms. Remote work typically involves a fully decentralized model, where employees operate exclusively from off-site locations — often their homes — without an in-office presence. Hybrid work involves a mixed approach that combines both in-person and remote work, giving employees the flexibility to navigate between these environments based on task requirements or personal preferences. Remote work heavily relies on digital communication tools to facilitate collaboration, while hybrid work models retain the physical office as a valuable hub for specific activities, facilitating face-to-face interactions and improving team cohesion.
Types of hybrid work models
Hybrid work is not a one-size-fits-all endeavor. There are a range of hybrid work models for organizations to consider, each of which offers a different blend of flexibility and structure. Companies should choose a model that best suits their employees’ professional and personal needs.
Fixed model
In a fixed hybrid model, employees move between working in-office and remotely on a predefined schedule. This may involve a split of in-office and remote days each week, alternating fully in-office and remote weeks, or some other scheduling blend. While this model provides additional structure and stability to the work experience, it lacks the adaptability some competing hybrid approaches offer.
Flexible model
The flextime model gives employees the freedom to choose where and when they work, within guidelines set by the organization. Individuals can then tailor their work schedules to better align with personal commitments, enhancing work-life balance and employee satisfaction. But this model may pose challenges for organizations that rely on frequent employee collaboration or consistent availability during certain hours.
Remote-first model
The remote-first model — as its name indicates — emphasizes remote work, with the physical office serving as a limited role as a space for team gatherings or other specific activities. Organizations that have geographically dispersed teams or that want to lean into the many benefits of remote work should strongly consider this model.
Communication and project management tools are especially valuable for organizations that adopt a remote-first model. These companies should also be on the lookout for a mobile-friendly recognition platform, so team members who are rarely in the office can still show how much they appreciate their co-workers.
Task-based model
The task-based hybrid work model allows employees to choose where they work based on the nature of their assignments. This sensible approach promotes efficiency by enabling individuals to tailor their work setting to the requirements of specific projects.
Team-based model
This hybrid model the amount of in-office and offsite work varies between teams, with managers or other leaders determining the mix that works best for each. As with the task-based model, this strategy embraces the flexibility of hybrid work, as organizations can tailor their approach based on a team’s preferences and responsibilities.
The challenges of adopting a hybrid work model
Successfully switching to a hybrid work model requires navigating a range of challenges to maximize its benefits and minimize any disruption to your organization’s workforce. Here are a few of the most common — and how to overcome them.
1. Adopting the right technology
Working and collaborating without always being in the same physical space as your co-workers can take some getting used to. If employees don’t have access to the same tools — or if they don’t all have the training necessary to use them — they’ll struggle as they try to adapt to hybrid working. Your company should ensure that all team members have all the basics needed to work outside the office, from laptops and mobile devices to a reliable internet connection. Then implement initiatives to onboard and train all employees on the digital platforms your organization relies on to facilitate communication and collaboration.
2. Maintaining organizational culture
Sustaining a cohesive organizational culture is more complex in a hybrid work environment. The physical distance between team members can easily prevent the spontaneous interactions and shared experiences that contribute to a sense of camaraderie and positivity. Companies should focus on supporting key cultural elements like developing a sense of belonging, establishing mutual trust, and encouraging recognition at all levels of the organization.
3. Communication breakdowns
Hybrid work increases the risk of communication breakdowns. Misinterpretations, delays, and the absence of non-verbal cues can hinder effective communication. Providing opportunities for face-to-face communication with video conferencing tools, adopting easy-to-use chat platforms like Slack, Google Chat, or Microsoft Teams, and training both leaders and staff on how to practice transparent communication are all great ways to address this potential pitfall.
4. Employee burnout
The blurred boundaries between work and personal life in a hybrid model can lead to reduced wellness and more frequent employee burnout. The flexibility of hybrid work may inadvertently result in team members feeling compelled to be constantly available. Organizations should clearly define the responsibilities and schedules of each role while educating managers on the importance of work-life balance — and how to support it.
6 best practices for successfully creating a hybrid work environment
Almost any organization can make the switch to hybrid work successfully by following a holistic and adaptable approach guided by these six strategies that prioritize flexibility, collaboration, and employee wellbeing.
1. Involve all employees in providing recognition
It can be difficult to find the right time to say “thank you” to a valued co-worker even when you see them every day — and it doesn’t get any easier with the switch to hybrid work. As employee recognition is a primary driver of improved engagement and motivation, your company can’t afford to let it fall by the wayside. Instead, make the effort to turn employee recognition into a core part of your organizational culture by adopting a recognition solution that’s tailored for hybrid and remote workforces. Look for a platform that’s proven to make recognition engaging for remote and hybrid employees, integrates with the applications they already use every day, and includes a rewards marketplace with experiences, merchandise, and gift cards that fit everyone’s interests.
2. Help employees exercise their voice
With less opportunities to share in-person feedback, hybrid organizations should establish additional channels for employees to provide input on issues that matter to them. This approach keeps your company responsive to employees’ evolving needs and lets your team members know that their voices truly matter. Keep it simple and intuitive with a centralized employee engagement platform that includes a variety of easy-to-use feedback tools, like short, focused pulse surveys and intelligent HR chatbots. And when employees share their thoughts, your organization will be ready to act thanks to your platform’s reporting and action planning capabilities.
3. Implement flexible work policies
Hybrid work is a naturally flexible work model, so lean into this advantage by implementing policies that accommodate the diverse needs of employees. Whether this takes the form of variable work hours, compressed workweeks, or something else to support a healthy work-life balance, tailoring policies to individual and team preferences is a great way to empower your employees and enhance their wellness.
4. Double down on employee training
Work to align your company’s training practices with the needs of your hybrid workforce, starting with offering training on remote work best practices and digital tools. Organizations should also help employees navigate the challenges of hybrid work, like technological literacy, time management, and maintaining mental wellbeing. Expanding your company’s talent development program to include autonomous learning opportunities that align well with a hybrid work style — like online courses and individualized learning paths enabled by a learning management system (LMS) — pays dividends for current team members while attracting new talent.
5. Offer team building and social activities
Employees who frequently spend time out of the office can feel isolated and disconnected from their teammates and the organization at large. Companies can combat this trend by organizing regular team-building activities and other social events. These can include virtual coffee breaks, online games, trivia contests, and more. Collect input from employees on the types of activities they’re interested in, and — above all — keep your organization’s activities voluntary. Some team members truly value the space hybrid work affords them, and even more social team members will resent being forced to attend activities they’re not particularly excited about.
6. Align leadership’s perspective with the demands of hybrid work
Hybrid work requires leaders to shift their mindset along with the rest of the organization so they can continue to serve as positive examples and provide useful guidance. Train leaders on how to establish new communication routines and parameters with their teams, assist employees with the hybrid work transition, and keep all team members involved on a regular basis. Your company should also encourage managers to focus on outcomes and results rather than micromanaging their employees’ daily activities — while micromanagement is never ideal, it’s especially counterproductive when employees would otherwise be enjoying additional flexibility and mental space. Finally, leaders should regularly assess and adjust performance criteria to ensure they account for the complexities of the hybrid work environment and fairly measure individual contributions to avoid losing employee buy-in.
Create a hybrid work culture built for success
Organizations need to show their hybrid workers that they’re valued, keep the connections between them strong, and demonstrate that their voices really matter. The Achievers Employee Experience Platform is designed to connect and support your employees no matter where they are. With best-in-class recognition capabilities that give team members the flexibility to show appreciation however and whenever they want to, along with a rewards marketplace featuring over three million options, your organization can build a culture of belonging where every employee feels valued. And hybrid employees will never doubt that their voices matter thanks to robust tools for collecting, analyzing, and acting on feedback. The Achievers Experience Platform even includes software that pairs hybrid and remote employees for online chats, recreating the “water cooler” moments that lead to deep, genuine relationships between team members.
See how Achievers can improve the hybrid work experience at your organization by signing up for a free demo today.
