Worried that going hybrid could make your employees disengage and stop performing? Well, as Facebook CEO Mark Zuckerberg says, hybrid work — when done right — is actually “the perfect solution for companies looking to create a more productive, flexible, and engaged workforce.”
Eighty-three percent of worldwide workers now claim they prefer to work hybrid. So, if you want to attract and retain top talent, it’s time to think about offering more flexible work arrangements.
Taking the leap to a hybrid work model can seem overwhelming at first. But once you set up the right remote tools and infrastructure, office management can be easier than ever.
This article covers everything you need to know to successfully transition to a hybrid workplace that you and your employees love.
What is a hybrid work model?
A hybrid work model is a flexible way of working that combines working in a physical office with working remotely. It typically involves setting up online communication methods and cloud-based software systems to allow employees to collaborate remotely.
As of 2023, 12.7% of full-time employees work fully remotely, and a further 28.2% work according to a hybrid model. Going hybrid to remain attractive to top talent is something many modern employers should consider.
What are the different types of hybrid models?
Businesses may choose to adopt one of four main hybrid work models, depending on the company goals, culture, and industry:
Office-first work model
Office-centric models usually involve some mandatory office days with optional remote days. This could look like three days in the office and two remote days per week, for example.
Given that 37% of people would consider quitting if asked to spend more time in the office, it’s worth noting that employees prefer as much flexibility as possible. So, only implement an office-first model if it’s important your team members spend a good chunk of the work week on site.
Office-first models are great for:
Companies that rely heavily on in-person collaboration and teamwork
Businesses in which spontaneous interactions and face-to-face meetings are critical
Organizations that require access to specific on-site resources or equipment
Companies that deal with highly sensitive data or security systems
The tech, financial services, and manufacturing industries
Apple is an example of a company that uses an office-first hybrid model. It emphasizes the importance of in-person collaboration and creativity, with employees expected to work from the office at least three days a week.
Remote-first work model
Remote-first models are growing in popularity, with 40% of remote workers now interested in fully remote positions. Here, remote work is the default mode, although a physical office space may be available for occasional use. Offices are often smaller and designed for specific purposes, like meetings or team-building activities.
Remote-first models are great for:
Companies that prioritize flexibility and employee autonomy
Organizations that want to tap into a global talent pool
Businesses that can operate efficiently through online communication
Industries like software development, marketing, creative agencies, and customer service
GitLab operates fully remotely, with no physical office space. They thoroughly document all their work processes and utilize asynchronous communication to ensure operations run smoothly. They also run in-person meetings, which they call “onsites,” to discuss important topics and maintain connections.
Employer-choice hybrid model
In the employer-choice model, the company decides on the balance between office and remote work based on business needs and project requirements. Team leaders are typically left in charge of making decisions specifically for their team about whether and how often employees can work remotely.
For example, a customer service team that needs to use physical phone systems in the office may need to work in person more than a marketing team that can carry out their tasks 100% online.
Employer-choice models are great for:
Companies that need to retain control over work arrangements to align with business objectives
Organizations with sensitive information that requires strict oversight
Businesses with varying demands across teams
Industries like consulting, healthcare, and education
Microsoft is a key example of an employer-choice model. Workers can work remotely 50% of the time but must get manager approval if they’d like even more.
Employee-choice hybrid system
The employee-choice model offers employees the freedom to choose when and where they work — within certain parameters set by the company. With 70% of managers and 87% of employees reporting that flexible schedules improve productivity, offering full flexibility can be a win-win for workers and companies alike.
Employee-choice models are great for:
Companies that prioritize employee satisfaction and flexibility
Organizations with a strong culture of trust and accountability
Businesses where job roles and tasks are well-suited to remote work
Tech companies, creative industries, and independent professional services
Airbnb is an employee-first company where workers can choose whether they work from home or in the office. Their remote work policy includes additional flexible rules about location and compensation.
What are the benefits of hybrid working for employers and employees?
More and more employers are turning to hybrid models due to the range of benefits they offer for both employers and employees. Here are just a few of these pros:
Inclusivity
Removing the barriers associated with a traditional office environment means hybrid working improves diversity and inclusivity in the workforce.
Employers can more easily hire people with disabilities or mobility issues who find it challenging to commute daily to a physical office. In fact, 21.3% more disabled people were employed in 2022 than previously due to an increase in flexible working.
Additionally, those with caregiving responsibilities, such as parents, can benefit from the flexibility hybrid work provides. These individuals can balance childcare with their work duties more easily in a hybrid work environment.
Finally, hybrid work enables companies to tap into a broader range of skills and experiences without the limitations of physical obstacles. Different ideas can be beneficial for businesses, opening up new, profitable opportunities.
Access to a worldwide talent
Hybrid working models enable organizations to access a global talent pool. Businesses can hire the best talent worldwide, which, in turn, boosts performance and generates more revenue.
Access to global talent is particularly beneficial in industries like technology, where specific skills may be in short supply locally. In 2023, the technology industry had the most remote employees globally, with 67.8% of tech industry employees working either fully or mostly remotely worldwide.
The emergence of sophisticated communication tools, from HR tools that enable global compliance to communication platforms that allow teams to easily work together from anywhere in the world, has made hiring international talent easier and easier.
Productivity and collaboration application Lark, for example, allows employees to:
View content in their native languages
Translate subtitles in real time
Schedule meetings across different time zones effortlessly
And much more
This means that no matter where they’re based, workers can understand each other and connect.
Productivity
Employees who work in hybrid environments often report higher levels of productivity compared to their counterparts in fully remote or office-only settings. This increase in productivity can be attributed to several factors, including the following:
The ability to choose the work environment that works best for them
Reduced time and stress associated with commuting
A better work-life balance
Fifty-nine percent of managers agree that working from home increases productivity. Being able to choose the most productive times and places to work leads to better performance and higher-quality output. Without typical workplace distractions, such as employee interactions, in-person meetings, and spontaneous requests, employees can focus more easily.
Ultimately, more productive workers lead to increased profit, revenue, and company growth. So, hybrid work models can directly impact company profitability and help businesses stay competitive.
Retention of employees
Today's workforce values flexibility and companies that provide hybrid work options are often seen as more attractive than those that don’t. In fact, one in six HR professionals report having better employee retention when using a hybrid work model.
It’s in employers’ best interests to create appealing work environments that encourage employees to stay with them long-term. Reducing turnover rates will save companies significant hiring and training costs. They will also avoid losing revenue during staff changeover periods.
Satisfied workers are also more likely to produce better output overall and feel personally motivated to achieve wider company objectives. And hybrid work models are key to maintaining this satisfaction.
7 best practices for implementing and maintaining a hybrid workplace
Here’s how to implement a hybrid model as smoothly as possible:
Choose the ideal hybrid model for your company
Before choosing which hybrid model would work best for your company, confirm that your business needs and operations can support remote work.
To do this, you might ask yourself:
Is the nature of my industry suited to remote working?
What are the different roles within the organization?
What tools, resources, and systems do we use?
Are in-person interactions critical for success?
Don’t know which hybrid work model aligns best with your employees' work patterns? Try conducting surveys or focus groups to determine preferences for remote work. If you get high levels of interest and satisfaction, a hybrid model might be beneficial.
Additionally, consider the financial implications of your different options. Weigh the costs of investing in remote work tools and setting up the necessary processes against the potential savings on office space.
Set up the right technology
Technology is a pillar of hybrid workplaces. Ensure that your company has the necessary infrastructure to support remote work.
Here’s what you’ll need to make this happen:
Reliable internet
Essential communication software, like video conferencing and chat tools
Secure networks that offer remote access
Collaboration platforms to easily organize and share tasks
With 83% of professionals relying on technology to collaborate, choosing the right communication systems is crucial. With so many options out there, not all of which are created equal, this decision can be overwhelming.
Lark Suite is an effective and affordable solution. It offers tools such as Lark Base for transparent task tracking for individuals and teams and Lark Meegle for project management and collaboration.
Lark Meetings and Lark Messenger offer video and audio communication, as well as a text chat function. Additionally, Lark Docs allows employees to create, manage, and share documents in real time.
Communicate clearly with employees
Transparent communication is paramount when implementing a hybrid work model. It will help create a smooth transition that won’t disrupt customer service and operations.
Clearly convey the hybrid plan to your employees, outlining the following:
New remote work schedules and expectations
How employees should communicate and points of contact for questions
Health and safety and security protocols
It’s wise to create standard operating procedure (SOP) documents to ensure that everyone understands their roles and responsibilities in the new hybrid work environment. This helps maintain alignment across all employees and teams.
You might create SOPs in the following areas:
How to perform specific tasks
How to use software
The login and set up processes for tools and software at home
How to comply with security protocols
The process of giving feedback
How to best collaborate on tasks as a team
Performance evaluations
Keeping employees in the loop as you transition will also help build trust and create a sense of clarity. You will save hours in answering the same questions again and again.
Finally, open channels of communication via Slack or regular one-on-one meetings, for example, further facilitate transparency. They’re outlets for employees to voice any concerns or questions that may arise.
Offer training and support
Supporting employees during their transition to hybrid work is essential for the success of the hybrid model. Provide comprehensive resources to assist employees in adapting to their new work environment.
Tailored training sessions covering the following essential topics can be a great way to do this:
Time management
Effective communication
How to use remote work tools
You can give employees this training in person or create videos that they can access remotely.
Establish channels for ongoing feedback to identify and address any challenges employees encounter while navigating the hybrid model. By investing in training and support, you can empower your workforce to thrive as they make this transition.
Help with home office setup or return-to-office
Employees who haven’t worked from home before or have been working solely from home for a long time might need time to get used to the transition to the new hybrid model. Give them the support and guidance they need to adjust as quickly as possible.
Some companies may choose to equip employees with the necessary tools to work effectively from home, such as the following:
Laptops
Monitors
Ergonomic chairs
Home office stipends for additional equipment
Prioritize creating a safe and welcoming environment for those returning to the office by adhering to health and safety guidelines and ensuring that the workspace is ready to accommodate these individuals’ needs.
Implement security policies
Implementing comprehensive security policies is essential for safeguarding company data in a hybrid work environment with increased security risks.
The growing use of cloud tools, especially through people's home WIFi networks, opens up new points of entry for cyber attackers.
Phishing is also becoming increasingly common in the workplace. This often involves hackers sending falsified emails to employees in order to gain access to sensitive information or install malware.
Want to stay protected? Here’s what you can do:
Use Virtual Private Networks (VPNs)
Implement strong password policies
Provide ongoing training on cybersecurity best practices
Guide employees on what to do in case of suspicious emails
With a bigger focus on security, you can mitigate the risk of data breaches and keep sensitive information safe.
Proactive measures such as regular security audits and updates can further help you avoid cyberattacks.
Building a culture of vigilance and accountability among employees will pay dividends long-term.
Focus on performance metrics
To measure progress and productivity in a hybrid workplace, develop clear performance metrics and goals.
Some employers choose to measure an employee's impact on the company instead of their hours worked. For example, they might track how much a worker contributes to company revenue or whether they hit their sales targets.
One study found that measuring performance by outcome instead of output increases employee happiness by 33% and profits by 10%.
Other tracking methods include the qualitative 360º feedback method, which involves getting feedback from coworkers. Other employers measure the number of tasks completed against how many were initially assigned. Time tracking software can be useful for assessing how much time individual tasks take and how to appropriately allocate workloads.
5 hybrid workforce leadership tips
Here’s how to become the best manager or leader you can be in a hybrid workplace:
Arrange regular employee check-ins
Set up regular meetings with employees to maintain communication and support in the hybrid work environment. You can use these sessions to give constructive feedback or provide a dedicated space for employees to ask questions or voice their concerns. Open communication here encourages a culture of collaboration.
Determine the format of these meetings based on individual or team preferences. They can be done in person or remotely to accommodate diverse working styles.
Utilize tools like Lark Meetings to easily set up meetings online from anywhere in the world.
Build a strong workplace culture in the office and at home
A strong workplace culture can build morale, improve connections, and increase job satisfaction. Team-building activities that accommodate both in-person and virtual participation are a great way to build connections among team members regardless of their location.
When it comes to work output, autonomy and ownership among employees usually inspire better results. When workers begin to take initiative and collaborate independently, they become less reliant on their manager for every decision.
Foster a sense of belonging, engagement, and shared purpose among employees. This is key to driving productivity and success in a hybrid work model.
Create effective meeting strategies
Considering that 71% of senior managers find meetings inefficient and unproductive, avoid unnecessary meetings. If an issue or update can be addressed with an email or a chat conversation, use those channels instead of a meeting.
When it comes to necessary meetings, assess your team dynamics to decide if they should be conducted in person or virtually. Leverage Lark Meetings and Lark Calendar to schedule remote team meetings.
If you’re conducting a hybrid meeting, make sure to include all participants by making the session accessible to all. Use high-quality audio-visual equipment for remote participants and engage everyone equally.
Allow flexibility
Flexibility is key in a hybrid work environment since individual preferences and needs vary.
While some workers may thrive in the office, others may excel when working from home. Similarly, some employees may require more guidance and support, while others might prefer autonomy with the occasional check-in.
Prioritizing flexibility and focusing on the needs of each individual employee rather than imposing a one-size-fits-all approach leads to a supportive and adaptable work culture.
This approach not only enhances employee satisfaction and productivity but also fosters a sense of trust and mutual respect between employers and employees in navigating the complexities of hybrid work arrangements.
Set up asynchronous communication
Forty-two percent of employees believe that asynchronous work is the future, but 58% don’t believe their company has the tools needed to support it.
With a hybrid work model, teams use both synchronous and asynchronous communication.
It’s important to establish asynchronous channels in hybrid work environments to accommodate diverse schedules and time zones and avoid bottlenecks.
Asynchronous communication also empowers employees to progress on their tasks at their own pace, regardless of their location and hours.
Hybrid work model FAQs
Here are the answers to some common questions asked about hybrid work models:
What are some successful examples of hybrid work models?
Successful examples of hybrid work models can be found in companies like Apple, Microsoft, American Express, Target, and Salesforce.
What are examples of measurable goals that companies can set for employees in hybrid work models?
Measurable goals for employees in hybrid work models can include project deadlines, performance metrics such as sales targets or customer satisfaction scores, or engagement levels measured through surveys.
Setting clear and achievable goals ensures accountability and drives performance in both remote and in-office settings.
How can companies ensure equity in hybrid work environments?
Companies can ensure equity in hybrid work environments by prioritizing equal access to resources and opportunities for all employees, regardless of their respective work locations.
Consistent communication, transparent decision-making processes, and regular feedback mechanisms can also help mitigate biases.
Providing bias training and implementing inclusive policies can further promote equity and diversity in the workplace. Plus, basing performance evaluations on outcomes instead of output can help maintain fairness when it comes to promotions.
How can employers embrace hybrid work models to improve mental health in the workplace?
Offering a flexible schedule allows employees to balance their work and personal responsibilities more effectively.
Employers could also implement wellness programs, provide access to counseling, offer paid mental health days off, and conduct regular check-ins with employees.
What are common challenges that organizations face when adopting hybrid work models?
Common issues companies face when adopting a hybrid work model include tech challenges, like providing remote access to company systems and setting up new ways of communicating.
Security concerns regarding data protection and privacy are also prevalent, with hybrid workplaces requiring additional cybersecurity measures to safeguard sensitive information.
Communication gaps between remote and in-office employees can slow down output or create feelings of disconnection.
Organizations may also face the challenge of adapting their policies and practices to support the changing needs of their hybrid workforce.
Choose the right hybrid work model for you
With flexible work now a non-negotiable for many modern employees, companies that are looking to stay competitive by going hybrid should choose a fitting model, set up the right infrastructure, and foster a strong workplace culture.
Technology is at the heart of all effective communication and connection, so it’s important to have the right tools. Lark Suite helps remote and hybrid teams collaborate with ease, no matter where they are. Its features range from video conferencing to shared docs, and it boasts some of the most affordable pricing plans on the market.
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