17 Hybrid Work Examples For Organizations Embracing New Ways of Work in 2024
“Employers are focused on providing employees more flexibility than ever before, creating a shared purpose, and building deeper connections with employees,” says Brian Kropp, Gartner’s Chief of Research. Hybrid work can help businesses balance flexibility, collaboration, and engagement.
Over the past few years, the traditional 9-5 workday has seen new work models emerge; one such is the hybrid work model — a blend of in-office and remote work. In fact, 54% of companies have a remote or hybrid work schedule and aren’t planning on returning employees to the office full-time.
There are many hybrid work models that organizations can adopt and implement to suit the varying needs of their employees. Let’s explore some of the most popular hybrid work schedules below.
Contents
1. Fixed/specific onsite days
2. Full autonomy
3. Asynchronous work arrangements
4. Shift arrangements
5. Core office hours
6. Remote-first
7. Half-day on-site, half-day remote
8. On-site/office-first
9. One week/month in the office
10. Four days on-site, one day remote (4/1)
11. Three days on-site, two days remote (3/2)
12. Two days on-site, three days remote (2/3)
13. Day on-site, four days remote (¼)
14. Alternating weeks
15. Optional on-site days
16. Team-driven
17. Company-driven
17 hybrid work model examples
1. Fixed/specific onsite days
A fixed hybrid work model means that there is one common approach set by the company that everyone follows. For example, everyone works in the office on Monday and Tuesday, with work-from-home options on Wednesday, Thursday, and Friday. Or, everyone works in the office on the first day of each month but can work from anywhere they like every other day.
Works best for
Companies with a dedicated office space that can comfortably accommodate all employees that don’t require employees to be in five days per week.
Not best for
Companies with limited office space and roles that require a lot of in-person collaboration or use of specialist equipment that is only on-site.
Who’s using it
Adobe has taken a hybrid approach where employees have the flexibility to work from home or the office depending on the individual, team or business. There are certain events and gatherings that require employees to be present in person, which are relayed to employees accordingly.
Gallup found that of those hybrid workers required to work on-site for a certain period of time each week, 28% are given specific onsite days they are required to work, while 4% are encouraged to work specific onsite days.
2. Full autonomy
Each employee gets to decide when and where they work without any restrictions. Envoy’s AT Work survey found that 56% of companies surveyed who have adopted a hybrid work model allow employees to choose which days they come into the office.
Works best for
Companies that want to offer employees ultimate flexibility and provide a better work-life balance.
Not best for
Roles that require a lot of collaboration and support from team members and managers and companies that have regular in-person meetings.
Who’s using it
Airbnb gives the majority of their employees full freedom and flexibility to work from home or the office anywhere in the world. They regularly schedule in-person gatherings designed for collaboration, but employees can travel while working and live anywhere they decide without impacting their salary.
3. Asynchronous work arrangements
Asynchronous work means that employees are not required to work at a specific time, which means that the majority of communication will not be in sync; for example, replies to emails will be delayed. Employees can work the hours that best suit them, enabling people in different time zones to work as part of a team.
Works best for
Roles that don’t require a lot of collaboration or a rigid schedule.
Not best for
Teams that need to be in close contact and require the speed and efficiency that real-time collaboration brings.
Who’s using it
Slack empowers their employees to work wherever and whenever they work best. There’s also a move away from the traditional “nine to five” working hours, and employees are encouraged to work when they are most productive, which gives them more agency.
4. Shift arrangements
Another hybrid work schedule is shift arrangements. Employees are given specific days they should be at work and start and finish times. Schedules are then staggered to ensure there are always enough workers “on” and available throughout the day or night. This model can also be used across time zones for roles such as customer service or technical support for software.
Works best for
This type of hybrid work model is common in hospitals and doctor’s offices. Staggered schedules could be used to ensure there are enough staff on hand for patients, and doctors might have some work-from-home days when they see patients virtually.
Not best for
Jobs and businesses that always require in-person roles and aren’t open 24/7.
Who’s using it
Bupa offers shift arrangements for some of its employees where suitable. Days and times are agreed in advance, and workers can split their time between the office and a remote working location such as their home.
5. Core office hours
A core office hours model is where employees are given a set of hours each day when they are expected to be available for meetings, reply to emails, and collaborate, whether they are in the office or working remotely.
For example, core hours could be 10am-3pm, and employees can choose when they would like to complete their additional hours. If they’re required to work 8 hours per day, they might choose to start work at 7am and finish at 3pm. Alternatively, they might work 10am-3pm, then take a break, and complete their hours by working 6pm-9pm.
Works best for
Companies and roles that require a lot of collaboration and regular contact between colleagues.
Not best for
Jobs and businesses that always require in-person roles and aren’t open 24/7.
Who’s using it
Bupa offers shift arrangements for some of its employees where suitable. Days and times are agreed in advance, and workers can split their time between the office and a remote working location such as their home.
6. Remote-first
There are many companies that take a remote-first approach to work, especially following the pandemic. This hybrid work schedule means that employees are never expected to come into the office but can if they would like to.
Works best for
Companies that want to lower their spend on renting large office spaces, hire from a wider talent pool, and have greater long-term flexibility.
Not best for
High levels of collaboration and roles that require a lot of face-to-face interaction or use of specialist equipment.
Who’s using it
Nvidia has a flexible work policy that allows all employees the choice to work from home, or come into an office if they prefer. The company’s CEO strives to help employees find greater work-life balance.
7. Half-day on-site, half-day remote
Another hybrid remote work schedule offers employees a split between working in an office and working from home each day. Employees are often given the choice of whether they want to come into the office in the morning or the afternoon.
Works best for
Creating a healthy balance between employee flexibility and fostering collaboration at work.
Not best for
Businesses that want to source candidates from a wider talent pool and are looking for maximum productivity from their employees.
8. On-site/office-first
Organizations that take an office-first approach require employees to primarily come to work in an office and occasionally permit working remotely. There may be certain positions in a company that are more suitable for remote work compared to others, and work schedules will be agreed on a case-by-case basis.
Works best for
Jobs and businesses that usually require a physical presence.
Not best for
Employees looking at a long commute or caregiving responsibilities requiring more flexibility.
Who’s using it
Earlier this year, JPMorgan sent a memo asking all their employees to return to the office for at least three days each week. Many roles at the bank require meeting with clients, being available for last-minute meetings, and teaching and advising lower-ranking employees, which is why the bank has returned to an on-site first model.
9. One week/month in the office
An underutilized hybrid work schedule is the one-week-the-office approach. Employees are allowed to work from anywhere they like (including the office) for three weeks each month, and the final week sees everyone uniting in the office for team meetings, in-person learning and development, and social events.
Works best for
Companies that want to give their employees flexibility but also want to boost collaboration.
Not best for
Employees who live far away from the office locations and need greater flexibility in their working arrangements all the time.
Who’s using it
Benefit Cosmetics takes a three-week remote and one-week in-office approach, with the fourth week each month being labeled “Think Pink” week. During this week, flex and hybrid employees are required to be in the office from Monday to Thursday and are encouraged not to book vacation time during these weeks. These weeks are reserved for coaching workshops, learning and development, ERG takeovers, cocktail socials, and more.
10. Four days on-site, one day remote (4/1)
The 4/1 hybrid work schedule requires employees to be in the office at least four days each week and allows them to work remotely for one day each week. Gallup found that the percentage of hybrid workers working on-site for four (or more) days each week dropped from 35% in 2022 to 30% in 2023.
Works best for
Companies that primarily want their employees to be in the office but also want to offer a bit of flexibility.
Not best for
Startup companies who may not have the budget for an office space that accommodates all employees and who want to source candidates from a wider talent pool (including overseas). This approach is also unsuitable for roles that require little collaboration and can be performed anywhere.
Who’s using it
Following their newly leased office space in New York City (which spans 1 million square feet), investment firm BlackRock has asked its employees to return to the office four days a week. The company cites the reasoning for this mandate as career development, which happens between team members.
11. Three days on-site, two days remote (3/2)
This is one of the most popular hybrid work schedules, where employees are required to work in the office for at least three days each week and can work remotely for the remaining two days. Gallup found that the percentage of hybrid workers working on-site three days per week rose from 18% in 2022 to 24% in 2023.
Works best for
Organizations that want to strike a balance between the benefits of in-person collaboration and the flexibility that remote work offers employees.
Not best for
Unless in-office days are specified by the employer (which reduces flexibility for employees), this model can create scheduling issues for in-person meetings and collaborating on projects.
Who’s using it
Earlier this year, Google became one of many tech companies to change its stance on remote work. Employees who reside near one of the company’s offices are now required to move to a hybrid work schedule and work in-office at least three days each week. The reasoning given is that in-person collaboration improves connection, creativity, and productivity.
12. Two days on-site, three days remote (2/3)
This is another split-schedule hybrid work model that requires employees to work on-site two days each week and allows them the freedom to work remotely for the other three days. Some companies will specify the days required in the office, while others will leave it up to employees. According to Gallup, on average, employees prefer to be in the office between two and three days per week. This hybrid work schedule has been found to optimize employee engagement for many roles.
Works best for
This model is suitable for employers who want to reduce commuting for their employees and provide working flexibility while keeping an element of collaboration.
Not best for
Companies that don’t have enough office space to accommodate all their employees at once, which could happen if there’s a huge upturn in attendance on a given day.
Who’s using it
Last year, Uber announced that Tuesdays and Thursdays would become “anchor days,” meaning that all their non-remote employees are expected to be in the office. While Uber has some fully remote positions, most are now hybrid, but the company also allows employees to work anywhere for up to four weeks each year.
13. Day on-site, four days remote (¼)
The final variation of a split schedule approach is where employees work one day on-site and the remaining four days remotely. Gallup found that in 2022, 32% of hybrid employees worked one day or less on-site, which dropped to 29% in 2023. For many companies, this suggests a move to a greater balance between days in and out of the office.
Works best for
Businesses that want to offer their employees a lot of flexibility and don’t want to invest in renting large office spaces that accommodate all employees.
Not best for
Companies and roles that require more frequent face-to-face contact and collaboration.
Who’s using it
Dropbox has a virtual-first approach, with remote work being the norm for all of its employees. Their new studio has been redesigned to encourage collaboration and social interaction, with large conference rooms and moveable furniture. On average, employees meet in person in the studio once a week, although this is not mandatory.
HR tip
If you’re operating on this hybrid work schedule, encourage employees to make the most of this one day on-site by engaging in face-to-face meetings, discussions, and collaborations — work and tasks that can’t be done solo at home.
14. Alternating weeks
In this hybrid work model, employees spend a full work week in the office, followed by a full week working remotely at a location of their choice. This hybrid schedule aims to strike a balance between in-person collaboration and the flexibility of remote work.
Works best for
Companies that still want to regularly see employees in the office and reduce the isolation that remote work can cause.
Not best for
This model is unsuitable for companies that want to minimize disruption to employees and prioritize productivity.
15. Optional on-site days
Some companies take a remote-first stance but also offer employees the opportunity to work on-site if and when it benefits them. This means that remote work is the default, but the office remains open to everyone at all times.
Works best for
This model is suitable for companies that want to give employees maximum flexibility around when and where they work, which can boost satisfaction, productivity, and loyalty.
Not best for
Companies that regularly need to meet in person for meetings or to work on projects.
Who’s using it
Atlassian allows employees to live and work in any of the 13 countries where they have legal entities. They have complete freedom whether they work entirely remotely, hybrid, or in an office. This means the company benefits from a wide talent pool, giving them access to top performers and increasing diversity.
16. Team-driven
With this hybrid work schedule, each team determines the days that employees will work in the office.
Works best for
Catering to each team’s individual needs and improving team collaboration.
Not best for
Very large teams (as coordinating days that work for everyone can be challenging).
Who’s using it
Apple requires all employees to work in the office on Tuesdays and Thursdays and allows individual teams to decide on the third on-site day. This is a pivot to their initial plan, which stated that all employees were to work on-site on Mondays, Tuesdays, and Thursdays.
17. Company-driven
A company-driven hybrid approach is where leadership decides on the days that everyone will work in the office and the days that are remote. This could be a standard policy for everyone or altered for each team, depending on their needs.
Works best for
Creating consistency across the company and ensuring that schedules are flexible and can be altered based on the requirements of the business.
Not best for
Catering to an individual employee’s needs. This approach is fairly inflexible and may not suit the needs of each team or worker in the company, which can lead to low satisfaction and engagement.
Who’s using it
While Microsoft offers some fully remote and some fully on-site positions, there are certain hybrid roles where employees can spend up to 50% of their time working remotely. These are decided by the company, although in some instances, work schedules can be negotiated on a case-by-case basis.
To sum up
By providing these 17 hybrid work schedule models, we hope to inspire HR professionals to craft a working setup that’s both efficient and benefits both the organization and the employee. Finding the right hybrid work model requires you to examine your organization’s and employee’s needs, the company culture, and what will lead to better productivity and collaboration for all.
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