After a few years of working either remotely or in a hybrid setting we have enough data collected to truly gauge the success of these workplace models. In fact, the share of workers in-office full time is actually shrinking, and hybrid work is growing.

The question now is, should we continue to operate in a hybrid environment, or is it time for us all to get back into the office? 

In this article we explore the definition of a hybrid workplace, including what it is, how it’s evolved, the benefits, and more.

What is a Hybrid workplace? And what does a hybrid work model look like?

A hybrid workplace is defined as a business model combining remote work with office work. It may look different among organizations, but it typically includes the onsite presence of a core group, while others are free to come and go as they please, within reason. 

It may be the same employees mandated to be onsite, or it could include a staggering of different people present on different days or times. Or, there may simply be specific days where employees are requested to attend in-person meetings. 

The hybrid workplace generally allows employees the opportunity to fit work around their lives, rather than structuring work around fixed hours logged into an office. For many employees (and employers) it’s an optimal balance of productive work with reduced stress and less commuting.

What do employees want? 

A study by Boston Consulting Group revealed that 75 percent of employees who transitioned to or remained remote during the pandemic, are at least as productive in performing their individual tasks as they were before the pandemic struck. And about half report that they are at least as productive on collaborative tasks that normally would be performed in conference rooms. 

While some organizations have now mandated employees to return full time, this hasn’t exactly worked out well. In a study conducted by Fortune with Momentive, almost 50% of workers who are still remote or hybrid say they will look for a new job if their employer forces them back to the office after the pandemic ends.

What are the benefits of a hybrid workplace?

A hybrid workplace has many benefits for both employees and employers. Here are some key advantages of a hybrid work model:

Enhanced work-life balance

A hybrid workplace allows employees to balance their personal and professional lives better. With flexible work schedules, employees can manage their time more effectively, reducing stress and increasing overall happiness. This flexibility leads to improved mental health and job satisfaction.

Cost savings

Hybrid workplaces require less physical office space, resulting in significant savings on real estate and maintenance costs. Companies can redirect these savings towards other priorities, making the business more efficient and financially sound.

Larger talent pool

By combining in-person and remote work options, organizations can hire employees from a wider geographical area. This flexibility means companies are no longer limited to hiring locally, giving them access to a larger, more diverse pool of candidates.

Boosted productivity

Many employees are more productive when working from home. Studies show that remote workers are more productive and one-third less likely to quit compared to those working solely in an office. A personalized, distraction-free home office contributes to these productivity gains.

Health and safety

A hybrid workplace helps reduce the spread of illnesses. Employees who feel unwell can work from home, preventing the spread of viruses in the office. This proactive approach to health benefits everyone, especially during cold and flu seasons.

By adopting a hybrid workplace model, organizations can enhance employee well-being, save costs, access a broader talent pool, boost productivity, and promote better health and safety.

The cons of a hybrid workplace model

While the hybrid workplace model has many advantages, it is not without its flaws. Critics point out several challenges that need to be addressed:

Collaboration difficulties

Working together effectively can be harder when some team members are remote, and others are in the office. Video calls and emails can’t always replace face-to-face interactions, leading to misunderstandings and delays. Remote employees and frontline workers may miss out on spontaneous conversations and side discussions that happen in the office. Check out this post on how to engage your frontline workers for tips on increasing collaboration for this group. 

Company culture maintenance

Maintaining a strong company culture is challenging when employees are split between home and the office. Remote workers might feel less connected to their colleagues and the company’s values, weakening the sense of community and belonging.

Employee isolation

Remote employees may feel isolated and disconnected from their colleagues. The lack of social interaction can lead to feelings of loneliness and affect mental health. Companies need to find ways to keep remote workers engaged and included in the team.

In-person teamwork scheduling

Scheduling in-person meetings and teamwork sessions can be complicated when employees have different work arrangements. Coordinating times that work for everyone, especially if team members are in different time zones, can be a logistical challenge. This can lead to important meetings happening without key remote participants.

Remote work discrimination

There is a risk that remote employees will be treated unfairly compared to their in-office colleagues. Those who are seen in the office might be perceived as more productive and receive more opportunities for promotions and recognition. This can be especially problematic if leadership is primarily present in the office, creating an imbalance of power and visibility.

Addressing these challenges requires careful planning and clear communication to ensure a successful hybrid workplace. Without a robust hybrid workplace plan and assessment, a hybrid model could create a divide between those who work in the office and those who don’t. It is crucial to ensure that both remote and in-office employees have equal opportunities and

How to implement a hybrid work environment

Leverage your intranet 

The hybrid work environment may be new, but the challenges associated with connecting and communicating with employees aren’t. The good news is that these problems were solved a long time ago with intranet software. 

Long before the pandemic, organizations around the world depended on their intranet to increase knowledge management, communication, innovation, efficiency, and resilience. Modern intranets take it one step further by automating a variety of business processes, like those involving paper forms. 

Intranets also make it easy for communicators to understand if employees have read important announcements, as well as to instantly broadcast critical news to employee employees through their mobile phones. 

Finally, intranet software enables asynchronous collaboration, so employees can stay focused and on-task.

Include your employees in the process

There is a greater chance your hybrid workplace initiative will be successful if employees feel included in the journey and related discussions. This could be accomplished through employee surveys and polls, where employees are asked for input on how they feel about returning to the workplace. 

Don’t neglect your culture

A hybrid workplace requires the management of two distinct employee experiences, making it challenging to retain and grow a unified workplace culture. Again, it’s about investing an equal amount of effort into your at-home employees as your in-office employees. Virtual social hours, video town hall meetings, and the continued usage of online collaboration platforms can help keep all employees connected to your shared values and goals. 

Consider a structured hybrid workplace

If a hybrid work environment isn’t for you, consider a structured hybrid workplace. A structured hybrid work environment allocates a set number of days that employees are required to be onsite. Typically, this involves 2-3 days within a week, with Tuesday as the most popular day, followed by Wednesday and Thursday. 

In conclusion

The pandemic empowered us to reimagine the workplace, and the opportunities to optimize it. But for the hybrid workplace to be successful, it must be well planned and executed, and not treated as a novel experiment. 

While the hybrid workplace may have seemed like an answer to a temporary problem, it’s really a solution for the future of work. It’s about finding ways to structure and balance work, safety, communication, and mental health.