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Hybrid Working Model! By 2024, about 74% of companies had adopted some type of hybrid work setup. That means people split their time between home and office. Sounds great, right? But only 43% of employees say it’s working well for them.
The shift started during the pandemic. It forced companies to go remote. Later, hybrid became the middle ground. Now, it’s more than a trend. It’s the future.
So,
Is hybrid work really helping people stay productive and balanced?
The answer isn’t black or white. It depends on how you do it.
Table of contents
- Hybrid Model at Work: What is it?
- What works and what doesn’t.
- How did companies onboard the hybrid work concept?
- A survey by IWWAGE
- How Does the Hybrid Working Model Work?
- Types of Corporate Work Models
- How To Transition from legacy to hybrid model?
- Advantages of hybrid working model
- Research Articles To Read
- How to implement a hybrid working model in your company?
- Hybrid Working Model – Employee Impact
- What employees think of Hybrid Working Model?
- Disadvantages of the hybrid working model
- LinkedIn Survey results
- Today, how are companies treating the hybrid model?
- How employees up-skill when working remotely?
- Frequently Asked Questions
- Conclusion
Hybrid Model at Work: What is it?
The hybrid model means employees split time between office and home. It’s now common in many companies.
This setup gives people more flexibility. You can choose where and sometimes when you work. Some days you’re in the office. Other days, you work from home.
It also helps employees build skills. Remote tools and online training are part of the plan. You don’t always need to be in the office to learn or grow.
Companies can set up hybrid work through clear rules, updated processes, and better communication. It’s not just about location. It’s about making work smarter.
Done right, hybrid work can improve focus, reduce stress, and boost performance.
What the research says
A study from the International Journal of Advanced Engineering and Management shows that many workers like the freedom of hybrid work. They feel less stressed. They save time on commuting. And they even feel more focused.
Some feel left out of team decisions. Others say it’s harder to build strong work relationships. Managers struggle too. They find it harder to lead teams that aren’t always together.
A policy brief from Stanford University supports this. It found that hybrid work boosts productivity if it’s planned well. Random or unstructured models? Not so much. In fact, bad planning can hurt teamwork and slow things down.
What works and what doesn’t.
What works:
- Clear schedules (like 2-3 days in office)
- Training for managers
- Good tech support
- Fair treatment for remote and in-office staff
What doesn’t:
- Vague policies
- Lack of team bonding
- Unequal access to projects or promotions
So, is your hybrid setup built to last?
Ask yourself:
- Are your people happy and productive?
- Do managers know how to lead in this new way?
- Are remote and office workers treated the same?
How did companies onboard the hybrid work concept?
Hybrid work isn’t new. But now, more companies are using it.
Many CEOs are making it part of company culture. Why? Because it helps both employees and employers.
It offers flexibility. People can work from home and from the office. This helps teams stay productive and balanced.
It also saves money. Companies need less office space and fewer resources.
Leaders are choosing hybrid to do better. It’s a smart move for the future of work.
83% of the workers prefer Hybrid Working Model as per recent study conducted by Accenture “Future of Work Study – 2021.”
A survey by IWWAGE
A survey by IWWAGE shows this:
Women aged 33 to 55 are more open to hybrid work. But many in this age group still choose not to use it—especially those in junior roles.
35% of these women prefer to work in person, even when hybrid is an option.
Why? Many say they don’t have caregiving duties or dependents at home. So, they don’t feel the need for flexibility.
This shows that job level and home responsibilities affect how women choose to work.
This explains their decision not to embrace the flexibility that hybrid work offers. Here is the link to access the full IWWAGE survey report.
How Does the Hybrid Working Model Work?
Hybrid work means splitting time between office and home.
Companies often set fixed office days. The rest can be remote.
The goal? Stay productive and work better as a team without losing flexibility.
Tech tools like Slack, Zoom, and task trackers make it possible.
This setup helps people manage time better, stay connected, and get more done.
- Step 1: Company sets hybrid work policy
- S 2: Employees are assigned or choose remote/in-office days
- Step 3: Use of technology for collaboration (Zoom, Slack, etc.)
- Step 4: Task management through digital platforms (Asana, Trello)
- S 5: Periodic in-office days for meetings, team-building, and critical work
- Step 6: Continuous monitoring and adjustment of the hybrid model
Types of Corporate Work Models
There are a variety of work models available to businesses. Some examples include:
- The 9-5 model:
Office-first type of model is dependent on physical presence and face-to-face interaction.
- The on-call model:
This type of working model allows employees to be available for shifts as scheduled. But with an option to be called in at any time without warning.
- The flextime model:
This model allows employees to choose their working hours during the day based on their own needs.
- The hybrid work model:
This combination of traditional and flexible working models allows employees to mix elements of both modes throughout the day. It provides the most flexibility for workers and ensures they can complete their tasks.
How To Transition from legacy to hybrid model?
Time needed: 5 minutes
Moving to hybrid work isn’t easy. Companies need to plan well and avoid confusion. Here’s what to focus on:
- Get employees on board
Explain the benefits. Make sure everyone knows how it helps them and the company.
- Assign clear leadership
Pick someone to manage the hybrid setup at each office. They’ll handle day-to-day questions and issues.
- Communicate clearly
Everyone should know how the model work. When to come in, when to stay home, and what’s expected.
- Set a timeline
Plan each step. Know when the switch starts, what happens when, and who does what.
- Review and adjust
Once it’s running, track how it’s going. Collect feedback. Make changes to improve it.
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Advantages of hybrid working model
Hybrid work is good for both companies and workers.
It gives more flexibility. People can work how and where they’re most productive. That leads to better results.
Employees feel less pressure. They can take breaks when needed without fear.
For companies, it means better use of time, tools, and talent.
To keep up, both businesses and workers need to understand how hybrid work is changing—and use it to their advantage.
Research Articles To Read
- Why Working from Home Will Stick
- Hybrid Work Model: An Approach to Work–Life Flexibility in a Changing Environment
- Hybrid is the future of work
How to implement a hybrid working model in your company?
Hybrid work is growing fast.
Why employees like it:
- More flexibility
- Better work-life balance
Why employers like it:
- Lower costs
- Higher productivity
But to make it work, you need a plan. Here’s how:
1. Plan for Flexibility
Let employees shift between office and home without hassle. Clear rules prevent confusion and make change easier for everyone.
2. Fix Issues Early
Small problems grow fast. Spot them early, talk them out, and solve them before they become big.
3. Build Teamwork
Reward people who support others. Give bonuses or shoutouts to those who help the team win—no matter where they work from.
Hybrid Working Model – Employee Impact
Employee’s benefits of adopting a hybrid working model
It’s vital to start thinking about how to manage team members. A hybrid working model is a fantastic option for many reasons. Not only does it improve communication and collaboration, but it also reduces health care costs. Plus, employees can enjoy improved productivity and morale.
There are a few key benefits that employees enjoy. These include:
- Reduced stress levels.
- Increased flexibility.
- Improved workflow.
- Greater control over their time and personal lives.
- Increased opportunities for growth and development.
- Productivity and efficiency uptrends.
- Allows employees to take time off when sick or in need of a vacation.
- Enhancing the work-life balance of the employees.
What employees think of Hybrid Working Model?
The idea of the Hybrid Working Model cannot be underrated. There are days I want to visit the office for some reason and connect with my colleagues, but there are days I know my body needs rest, and I can’t pull further. In that scenario, I would prefer to work from home and still be trusted to deliver. At that point, I stress physically & mentally and wouldn’t want to be in traffic or go through the stress of catching the next bus to work. I believe Hybrid work culture brings fantastic balance to the work environment.
Okemute-Beatrice Usinoma, Consultant at Optiva Capital Partners
I had a feeling it would turn out like this. I also believe having fewer commuters on the road will have a significant positive impact on our environment.
Kevin Bunten, Vice President, Avantu Water
Disadvantages of the hybrid working model
It is not only the advantages, but any model also has its disadvantages, and the hybrid work model is no exception. There are a few disadvantages that have surfaced during this time through remote employee feedback channels. Organizations and HR teams must keep a watchful eye on the below and take necessary steps to mitigate them:
- Employees experience increased workloads and a possible employee bias.
- Increased competition between departments.
- Challenges when it comes to empathy and employee engagement.
- There is increased tension and conflict among employees.
- Lack of trust and communication in the workplace.
- Employees experience difficulties reorganizing work when change occurs. It can be expansions, time zones, or contractions in customer base or department size.
The future of work is increasingly becoming hybrid, but that needs to be more sustainable and beneficial. Many companies have documented their experience and best practices to manage employee retention focussing on diversity and inclusion.
LinkedIn Survey results
A more recent independent LinkedIn survey across different forums revealed the below stats:
You can use this data in any format, including social media, blogs, and presentations.
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Today, how are companies treating the hybrid model?
The hybrid model is becoming increasingly popular in the aftermath of a pandemic. It allows for more flexibility and productivity while still maintaining a work culture. The traditional work model can be restrictive during a time of crisis. Companies have started to accept the new normal and are implementing a full-fledged hybrid work model.
This model is proving to be a successful way for companies to adapt and lead the way during difficult times.
The hybrid work model is one of the many strategies to keep businesses afloat during this turmoil. This work arrangement allows people to continue their careers while recovering from the pandemic.
Also, it’s less stressful for employees. They don’t have to worry about losing their jobs if they get sick or injured.
Many businesses report that the hybrid work model is a successful post-pandemic strategy. It is because it allows employees to work from home or from anywhere.
How employees up-skill when working remotely?
More people are working from home. And this trend is growing.
1. Easy Skill Building
No need to travel for training. Employees can learn online at their own pace, on their own time.
2. Flexible Hours
Remote work lets people choose when they work. That helps those with family or personal duties.
3. Less Stress, More Control
When people control their schedule, they work better and feel better.
Remote work gives freedom, focus, and space to grow.
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Frequently Asked Questions
A hybrid working model allows employees to split their time between working remotely and in the office.
An employee works from home three days a week and comes into the office on Tuesdays and Thursdays.
The hybrid task model blends remote and in-office work depending on the nature of the tasks. Prioritize focused work at home and collaboration at the office.
The hybrid model of workdays typically splits the workweek between remote and on-site work. This allows flexibility based on specific days or tasks.
Set clear expectations, make sure strong communication, use collaborative tools, and regularly evaluate team needs to adjust the balance.
Start by defining the structure (workdays, tools, and expectations), give necessary technology, and open communication between management and employees.
It offers flexibility, boosts work-life balance, and improves productivity while maintaining in-person collaboration.
Pros: Flexibility, improved employee satisfaction, cost savings.
Cons: Potential communication gaps, management challenges, and unequal access to resources.
It strikes a balance between remote work’s flexibility and the collaborative advantages of the office, helping businesses stay competitive.
Conclusion
The hybrid working model isn’t just a trend—it’s becoming a cornerstone of modern work culture. By addressing its challenges, companies can create an environment that boosts productivity while keeping employees engaged and connected.
It’s clear that hybrid work is here to stay, reshaping how businesses in India and globally operate. Forward-thinking leaders understand that this model offers the flexibility and innovation needed to thrive in today’s dynamic workplace.
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