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The Complete Guide to Hybrid Work

Employees want to be able to work where and when they feel most productive. By making the appropriate adjustments and accommodating this desire, organizations are in a position to improve not only the lives of their employees, but also the results they produce. Companies will often turn to the hybrid remote-office option when the remote-ish work models aren’t working out. Employees are encouraged to choose their work model from an authorized list. Choices usually include the in-office approach, a flexible option that allows a two- or three-day work-from-home schedule, or a fully remote option.

  • You can hire the most proficient candidates based on their skills without worrying about them being located in a different country or region.
  • Or remote employees might need to join out-of-working-time meetings, but office employees spend time on their commute.
  • Working from home gives people with disabilities or medical conditions the chance to work comfortably while staying connected.
  • Like a hot cup of coffee in the morning, ice breakers and warm-ups can help wake everyone up and get them ready to engage.

Desk-booking hybrid work from home helps avoid a shortage of company resources like desks, amenities, tools, and conference rooms. Employees can reserve needed office space and equipment in advance, and managers can track attendance and manage capacity. Employee-led hybrid work schedules maximize employee productivity by allowing them to choose their workplace depending on their tasks for the day.

People Teams

Update cybersecurity policies to ensure that they account for more employees working remotely. Remote employees may not have quick access to IT support staff and therefore must know how to protect themselves against cyberthreats. This should be done on a regular basis so that new cyberthreats are addressed, and to ensure that remaining secure is top of mind. Establish meeting-free days of the week or blocks of time to avoid videoconferencing burnout.


Classify it as remote-first, while having a small number of remote workers or even just local people working from home is closer to “Remote OK” or a Work-from-Home scheme. This joint shift in attitude from both employees and employers towards hybrid working reinforces its place as a viable working practice option for your company. Wrike also puts micromanagement concerns to rest through visual task management tools.

What is hybrid work and how is it different from remote work?

A hybrid office can help reduce costs by allowing employees to work from home some of the time. This arrangement can save on things like office space and equipment. Employee well-being and safety are two of the most important aspects of creating a successful hybrid office. With employees working remotely, you need to be sure that they have all the resources to be productive and safe. The hybrid office allows employees to work from a physical space and gives them the flexibility to work from other locations.


Before you decide on the hybrid approach, think about whether your leaders are willing and able to work remotely. When the team leaders can be found in the office regularly, that’s likely where the other team members will want to be. It’s easier for leaders to field questions that way, fostering a strong sense of community. Companies who use this model tend to build the business around the work-from-home mentality, leading to a noticeable difference in operations and employee experiences. It can be challenging for workers to build a strong rapport when they only see each other on the occasional video call—or perhaps not at all. Communication issues may arise, too, primarily if team members are operating from different time zones.

The 9 roadblocks to productive collaboration

Insights from McKinsey & Company suggest that by 2023, most organizations will need to build new digital businesses to remain economically viable. In this piece, we’ll explore what the hybrid work model is, the trends that are driving it, and the actions that your organization can take to create successful hybrid work cultures and workplaces. Managing a co-located team is one skillset, a fully remote team another, and a hybrid remote team, well—we have some best practices that should help. Physical presence with co-workers naturally promoted collaboration and creativity.

They must continue to develop programs and policies that create an empathetic culture centered on employee wellness. Leaders should pay close attention to their team members’ stress levels. Many employees will be stressed, irritable, and exhausted with the remote and hybrid system. Virtual tools make remote meetings more collaborative and help participants share ideas more clearly. Consider using a mix of tools for verbal, written, and visual communication to accommodate your team’s communication styles.

Hybrid work allows employees to go into the office when needed and also gives them the flexibility to work from home when personal events arise. Employees may find it challenging to switch from working at home to working in a traditional office setting, which can cause increased stress that managers should address. Working from home can also lead to decreased stress levels, as employees can avoid the noise and distractions of a traditional office and the stress and frustrations of a long commute every day.