What is a hybrid work model to boost employee productivity?

A hybrid work model is a flexible work arrangement where employees split their time between working from home and working in the office. Hybrid work makes employees more productive by allowing teams to choose the work environment that best suits their tasks and work-life balance needs.

The debate about the future of work remains a hot topic. But for many organizations, the dust has settled, and the future is clear: it’s hybrid.

The transition to hybrid work has changed how we view productivity. It’s no longer just about hours logged at a desk; it’s about output, engagement, and flexibility.

But how do you ensure your team stays productive when they aren’t all in the same room? The key is creating a plan that balances flexibility and structure to keep everybody happy and on track.

Here’s a closer look at what a hybrid work model means for productivity and how you can make it the perfect fit for your organization.

What does hybrid working mean for your team?

At its heart, hybrid work is about autonomy. It moves away from those rigid 9-to-5 office requirements, instead embracing a more flexible schedule that blends in-person collaboration with remote focus time.

For some companies, this means designated “in-office” days. For others, it’s entirely up to the employee. Regardless of the specific policy, the goal is the same: to give employees the freedom to work where they are most effective.

Employees want more control over their work lives. A hybrid work model gives them that freedom, making them happier and more likely to perform well. But giving your team flexibility has to come with enough structure to keep projects moving and your company culture alive.

Productivity stats: The data behind the shift

So how does hybrid work affect productivity? Well, the numbers speak for themselves.

• Improved focus: Hybrid workers report a significant increase in their ability to focus. In fact, 69% of managers say that hybrid or remote work makes their teams more productive.
• More output: Hybrid workers can often be more productive than their fully on-site counterparts. This is because they can tailor their environment to their task – a quiet home office for deep work, with trips into the office for brainstorming. As a result, hybrid companies are over 20% more likely to achieve double-digit revenue growth compared to companies that work fully in-office.
• Better retention: Flexibility is a top priority for talent. Employees who feel trusted to manage their schedules are happier and more likely to stay. And offering a hybrid schedule can reduce quit rates by as much as 33%. 

Is hybrid work good or bad? The pros and cons

Like any major shift, hybrid work comes with trade-offs. To maximize the benefits, you need to understand and mitigate the risks.

The pros of hybrid work

• Better work-life balance: Employees save time on commuting, leading to less burnout and more energy for work.
• Cost savings: A reduced office footprint means lower real estate and utility costs for your company.
• Wider talent pool: You aren’t limited to hiring people who live within a 20-mile radius of your HQ.

The cons of hybrid work

• Communication gaps: Without the right tools, information can get lost between remote and in-office teams.
• Proximity bias: Leadership might unintentionally favor employees they see in the office every day.
• Culture challenges: Building a cohesive culture is harder when you can’t rely on those office in-jokes and water-cooler moments.

8 best practices: how to make hybrid work successful

So, how do you make sure your hybrid model drives results? We’ll walk you through each step of the process:

1. Build a hybrid model that suits your teams and workflows
2. Make sure your hybrid approach fits your company culture
3. Deploy the right tech tools to streamline hybrid work
4. Carefully navigate hybrid meetings to make sure everyone feels included
5. Establish policies to support employees’ wellbeing
6. Ensure hybrid employees feel valued and treated fairly
7. Create a seamless in-office experience to encourage visits
8. Assess and refine your hybrid model over time

Step 1: Build your hybrid work model

A good answer to the question of “what’s your hybrid working model?” is vital to your success. 

Before adopting a hybrid work model, here are some groundwork questions to ask:

• What kind of hybrid model fits us? Do you want a remote-first approach, specific office days, or something in between?
• What’s our work style? How often do teams need to be in the same place at the same time?
• Are we set up for remote success? Does the team have the tech tools needed to work effectively from home?

Step 2: Tie hybrid work to your corporate culture

The hybrid work model you create should reflect your company’s values. Use your values to answer questions like:

• Communication: How will everyone stay informed, whether they’re at home or in the office? How can we use both synchronous and asynchronous communication tools to compensate for differences in schedules or time zones?
• Flexibility: Let people adjust their hours to fit personal needs whenever possible.
• Support: Make sure everyone has the tools and mental health support to be successful, no matter where they work.

Step 3: Deploy tech tools to streamline hybrid work

Overall, employees are growing less satisfied with their technology, our research found. In 2023, only 29% of respondents said they’re completely satisfied with their company’s workplace tools and technologies, compared to 39% in 2021. On the bright side, 84% of survey respondents believe there are opportunities to leverage AI in their organization.

The right tech can mean the difference between a clunky hybrid model and one that flows effortlessly. Here are some options:

• Appspace: All-in-one tool to keep everyone connected to your workplace
• Slack: For fast messaging (and maybe some fun chats too!)
• Zoom: See everyone’s faces during meetings
• Asana: Keeps projects organized and tasks clear
• Google Docs: Everyone can edit documents at the same time

Step 4: Manage hybrid meetings so nobody gets left out

Hybrid meetings can be tricky, but done right they keep everyone feeling included. Try these tips:

• Invest in collaborative spaces and technology to seamlessly connect in-person and remote participants. (Example: Upgrade your office’s meeting rooms with screens and cameras.)
• Always provide an agenda so attendees can prepare.
• Switch up who leads the meeting to give everyone a voice.
• Remote employees have a harder time jumping into the conversation, so make time for questions and feedback. 

Step 5: Establish policies to support employees’ wellbeing

Successful hybrid work models create happy teams, and happy teams create successful hybrid work models. Here’s how to shape your policies to ensure that feedback loop keeps running:

• Give everyone the same tools. Make sure remote workers have quality cameras and good internet.
• Let employees adjust their schedules. Trust goes a long way in building a happy workforce.
• Don’t forget the fun stuff! Schedule virtual coffee catch-ups, remote team-building games, or the occasional in-person get-together to keep those bonds strong.

Step 6: Ensure hybrid employees feel valued and treated fairly

Every worker needs to feel that their work is valued, whether they’re at their home desk or in the office. Think about:

• Dividing up exciting projects so remote folks don’t feel left out.
• Creating mentorship programs that work for everyone, not just those in the office.
• Taking care of parents by allowing flexible schedules that work around their families’ needs.

Step 7: Create a seamless in-office experience to encourage visits

If you want your hybrid employees to come into the office, the experience can’t involve unnecessary friction. Here’s how to make in-person collaboration feel effortless:

• Space discovery: Make it easy for your employees to find and book desks, rooms, or collab areas before they leave home. Show them exactly where their team is sitting so they book in the right area.
• Visit management: Ensure employees check in quickly and navigate the building without confusion.
• Meeting efficiency: Double-check that the technology in your meeting rooms is simple to use. In-office participants need to feel confident that remote colleagues are fully included in the conversation.

Step 8: Assess and refine your hybrid model over time

Hybrid work is a constant work in progress. Here’s how to keep it thriving:

• Measure performance. Track how fast tasks are completed, the quality of the work, etc. Judge performance based on what gets done, not when or where it happens.
• Ask for feedback. Your team is the best source of info on what’s working and what isn’t.
• Be ready to adapt. Shift your approach as you learn what works best.

The bottom line

The hybrid work model isn’t just a trend. It’s a strategy for a more resilient, productive workforce. By trusting your team, providing the right tools, and following best practices, you can create an environment where everyone thrives—no matter where they log in.