Hybrid workplace examples

A hybrid workplace allows staff the freedom to work onsite and at home and since the Covid pandemic of 2020, it’s an increasingly popular model. Before 2019, only 4.2% of UK workers had worked at home for at least one day whereas a 2024 survey by Forbes found that 24% followed a hybrid model, while 39% worked solely from home.

Hybrid working is so popular, that it’s common to see it mentioned in job listings. A report by Accenture found that 83% would rather stick to a hybrid working pattern. Organisations have come around to the idea too as they have found it doesn’t impact productivity and they can make savings on office space.

Common hybrid workplace examples

There’s no one solution with hybrid work as every organisation will have different requirements. Here are some examples of common hybrid work models:

• Office-centred hybrid work – with office-centred hybrid patterns, most staff spend the majority of their time onsite with the option of working from home when needed. For example, there may be a certain day when staff can work from home. The big advantage of office-centred hybrid work is that teams are engaged and connect in a way they wouldn’t if more time were spent working from home. It gives staff a stronger sense of belonging and might prove preferable to certain groups, such as young, single people who enjoy the camaraderie and routine of office life. The disadvantage is that the organisation might miss out on hiring talented people who can’t relocate to the main office site.
• Remote-centred hybrid work – most staff will work off-site with a remote-centred hybrid work model. They can work from a main site, but their location is not a barrier during the hiring process. When opting for a remote-centred hybrid work model, a company must invest in the technology and equipment necessary for staff to do their jobs from home. A big plus is that major savings can be made on overheads such as office space. In some instances, there may be no office space at all. A downside of this model is that employees can feel disconnected and it may prove difficult to communicate the organisation’s culture.
• Flexible hybrid work – staff have the most choice with this option as it allows them to decide when to work onsite and when to stay at home. The main office is open all week, so employees could work full-time onsite if they wished. This model allows employees to go into the office when they need to work collaboratively and then choose to work from home when their tasks are more autonomous. It gives employees control over their schedules and means an organisation can appeal to those who like to work onsite alongside those who prefer a hybrid or working-from-home model. Giving staff the option of choosing how they work, inspires trust. One of the major disadvantages is logistics – it can be hard to schedule meetings or training sessions if there aren’t clear guidelines about when employees need to be in the office.
• Fixed hybrid model – this model offers flexibility but clear guidelines are needed from the outset. For example, staff might be expected to work in the office from Tuesday to Thursday with an option to work from home on Mondays and Fridays. The schedule can apply across the organisation or it could vary between teams. For example, some departments might need to work more collaboratively, while others can allow more working-from-home days without impacting productivity. Companies have the option of staggering their office days to cut overheads. 

Hybrid work schedules

Now we’ve covered the different types of hybrid workplaces, we can look at hybrid work schedules. A hybrid schedule allows staff to work flexibly, dividing their time between the office and working from home. It’s up to managers and employees to decide on the best mix of different work styles to suit their needs.

Managed well, hybrid work schedules offer flexibility and offer a setting for collaborative and in-person work.

The 5 types of hybrid work schedule

• Split schedule – a split schedule is one where staff work onsite for a set number of days and then remotely for the rest of the week. The organisation decides on the split between home and remote working, depending on individual managers and the needs of their teams. For example, there might be a 2.3 split where staff work onsite for two days and at home for the following three. Split schedules give more predictability and teams can plan their work around the splits. It also means that organisations know how much office space to allocate daily.
• Team-driven – with a team-driven schedule, an organisation allows teams to decide upon their work schedule, i.e. they work in a pattern that suits them. This means the organisations know in advance which teams will be in the office but the downside is that logistically, it could prove difficult to schedule the work patterns of cross-functioning teams. 
• Company-driven – this is the opposite of a team-driven hybrid work schedule in that the employer decides days when staff will be office-based and those where they’re working from home. 
• Staggered schedules – hybrid working can refer to the times employees work as well as the days. An organisation might ask employees to work onsite for part of the day and remotely for the rest of it. This model needs careful planning but can be helpful for those who need collaborative time for part of the day and prefer to be at home outside of those hours. This model is often used in health and education settings. 
• Total flexibility – when employees have total flexibility, they choose certain days when they come into the office and when to stay home. It offers workers the most freedom but can cause problems with office space management.

The advantages of hybrid work schedules

While an Office For National Statistics survey found that 78% of employees said that the freedom to work from home gave them a better work/life balance and 47% recorded improved well-being, what’s in it for businesses?

Here are some of the main benefits:

• Attracting more talent  – according to a Gallup poll, nine of 10 people who could work from home, said they preferred to work flexibly. Offering hybrid work schedules makes jobs more attractive to talent.
• Savings – hybrid workplaces require less physical office space meaning reduced rent or ownership costs. There are also savings on utilities, travel and other office perks.
• Increased productivity  – Gallup found that 51% of workers and managers noticed that productivity levels rise in a hybrid work environment.

Advantages of hybrid working for employees

There are many plus sides to hybrid working for employees, including:

• Better work/life balance – Gallup found that 71% of employees and managers noticed an improved work/life balance with hybrid working.
• Reduced burnout – those who follow hybrid work schedules tend to suffer from less burnout. They spend less time commuting and more ways working in a style that suits them.
• Autonomy – hybrid work schedules give staff more control. They can make their own decisions and are trusted to know when it’s best to work onsite and when they can complete their tasks at home.

The challenges of implementing hybrid working 

Without the concrete assurances of full-time on-site working or full-time working from home, hybrid work schedules can be challenging to implement. It’s wise to look at the downsides and the challenges before you begin. The following should be considered – 

• In-office bias – Robin found that 62% of managers consider how much time people spend onsite when deciding upon promotions or pay rises. Those who work in the office more, are favoured. Company culture must stress that there shouldn’t be bias towards how staff work. Managers should consider performance rather than work styles.
• Coordination problems – hybrid working comes with logistical challenges. Coordination and scheduling are important to ensure the right people are onsite at the right time. It’s also important to know how many staff members are expected each day to plan for office space. 
• Problems building culture – it’s much harder to build a company culture when people are working from home because staff can feel disconnected. Managers are often tasked with spending more time coordinating projects because team members aren’t across what everybody else is doing. Informal conversations don’t happen readily so communication channels must be kept open.

How to create and implement hybrid working

Follow these steps when creating and implementing hybrid working:

• Ask managers and employees to share their preferences – this will help to set policies and guidelines.
• Outline roles and responsibilities – ensure everyone knows what tasks they are responsible for and that teams are updated.
• Find the right hybrid work schedule to suit your organisation.
• Make sure cross-functional teams can collaborate when deciding on a hybrid schedule.
• Ensure the right tools and systems are in place. Hybrid working requires greater management such as room scheduling, desk booking, etc.
• Provide training from the bottom up – ensure all staff are aware of any new hybrid policies.
• Evaluate progress as you go.

Conclusion

Nowadays, it’s unusual for companies not to offer some kind of hybrid working schedule. Giving employees flexibility makes an organisation more attractive to work for and improves the health and well-being of staff. It may take greater organisation and management, but with the right systems in place, the benefits will be felt by everyone.