A hybrid work model combines in varying proportions office and remote work. Companies are experimenting with different combinations of on-site and remote working. Between the full office work model and the full remote work model there are several variants of hybrid models. So far, 5 types of hybrid work models have emerged as dominant variants. Evaluate your own situation and choose one of them
Are you considering the idea of working remotely, but not sure it's the complete solution? During the pandemic, the team worked from home and are you thinking of giving up the office for good? But you seem to have some reservations. However, it sounds like your employees are enjoying their way of working from home.
If you find yourself in these challenges, we have summarized for you the essential elements for choosing your new hybrid work model.
1. What is a working model
2. What is the remote work model?
3. What is the hybrid model?
4. Types of hybrid models you can choose from
1) Predominant office hybrid work model
2) Partial remote hybrid work model
3) Flexible hybrid work model
4) Hybrid work model at the employee's choice
5) The predominant remote hybrid work model
5. Evaluate your own situation and choose one of them
The work models represent the methods of organizing the work spaces and determine the place from where the employees carry out their activity.
Traditional work models are largely desk-based, with little (or no) flexibility in terms of where employees do their work each day.
Especially since the onset of the COVID-19 pandemic, we see companies experimenting with various new working models. Many people can now work from home, coffee shops, co-working spaces and anywhere in the world.
The remote work model allows employees to work remotely, either from home or from any other location that does not belong to their company.
As many of us have experienced, remote work has skyrocketed during the pandemic. Although it may decrease slightly with the passing of the pandemic, the general trend is to keep remote work as companies integrate its benefits.
As a result, companies are experimenting with different combinations of on-site and remote working.
A hybrid work model combines in varying proportions office and remote work.
Some companies require their employees to work in the office most of the time, but allow a few remote days per week. Others support the full autonomy of employees in choosing where they will work from.
There are several types of hybrid work models, depending on the needs of specific organizations and the individual teams within them.
There are multiple variants of remote and hybrid working models, and each company can customize its concept according to its preferences and needs. In the near future, we are likely to see an increasing number of creative and innovative solutions of more flexible working models that suit everyone.
Between the full office work model and the full remote work model (the company does not have office spaces), there are several hybrid models. Until now, 5 types of hybrid work models have established themselves as dominant variants:
- Predominant office hybrid work model – mostly office based with a few remote days per week/month allowed
- Partially remote hybrid work model – Some teams are in the office, while others work completely remotely
- Flexible hybrid work model – Employees can work from anywhere (in the office or remotely) all the time
- Employee Choice Hybrid Work Model – Employees can choose from several work model options and once chosen must stick with their choice
- Predominant remote hybrid work model – Remote work is the default, but the company has office space
In the following articles, we introduce the different hybrid working models, examine their benefits and challenges, and provide real-world examples. Everything to help you find the most suitable option for your company.
In order to choose one of the hybrid models, managers must take into account a series of criteria, but also differences because most likely one approach will not be suitable for all situations. Role-specific criteria must be analyzed, as well as personal circumstances.
Examples of role-specific criteria:
- Why does a particular employee have to carry out their work in the office?
- To what extent does an employee need to collaborate with others?
- To what extent does an employee need to exchange information quickly?
- To what extent do certain employees innovate rather than perform mostly transactional activities?
Examples of personal aspects to take into account:
How does one see working from home versus working in the office?
Does that person feel disconnected?
Is there clarity at the employee level regarding the organization's strategy and his role and responsibilities?
At what point in his career is he? at the beginning or newly promoted? Or does it have performance problems? Can he get more support at the office?
Whatever model you end up choosing, the analysis of your own context must be done thoroughly in advance.