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Since the pandemic began, hybrid work has become a part of our daily lives and continues to be a preferred work arrangement. Many businesses nowadays are keen to bring employees back to the offices and restore pre-academic standards. However, it has become clear that job seekers choose positions that either offer entirely remote work or are more in demand as a hybrid working arrangement.

Understanding The Hybrid Work

In this article, we will explore the benefits and drawbacks of this innovative workplace solution. The hybrid work model combines the best aspects of in-person office work and remote work, giving employees the freedom to choose where they want to work – whether that’s at home or in a traditional office setting.

Unlike traditional office-based models or fully remote setups, the hybrid work model offers a more flexible approach that recognises individual preferences for their working environment. This flexibility not only improves overall job satisfaction but also helps achieve better work-life balance.

Main Hybrid Work Models

There are various hybrid work models, including:

  1. Hybrid at-will: Enables employees to pick the day(s) they want to come into work in the office.
  2. Hybrid Split-week: When the business designates particular days and remote work by team or function.
  3. Hybrid manager scheduling: Managers determine which day(s) their team attend to work.
  4. Hybrid mix: A combination of the choices.

Nowadays, most businesses use the hybrid at-will working model, demonstrating their trust in their staff members, and giving them the opportunity to choose the days they are most comfortable attending to work on-site. The flexibility of the hybrid working approach is another of its many benefits. However, there is a negative aspect of Hybrid working creating a few disadvantages as well.


1. Satisfied and motivated employees

Employees have the ability to choose what will make them comfortable, efficient, and happy when working thanks to the hybrid work model.

2. A better corporate culture

The ability to set their own schedule is one of the things that inspires employees the most. When employees rotate between on-site and off-site work, they are more ready to interact and contribute to the company’s mission and vision once they are in their offices.

3. Organisational improvements

Ever since they started using hybrid models, employers have been trying to modify the workplace to resemble the comfortable atmosphere of an employee’s home more closely.

4. Cost effective

Adopting a hybrid work model can lead to potential cost savings for businesses by reducing expenses related to maintaining large physical office spaces such as rent, utilities, and maintenance costs. It also opens up access to a wider talent pool by allowing companies to recruit top talent from anywhere in the world.


1. When work can be done anywhere, scheduling is extremely difficult.

Large complexity is produced by the degree of flexibility. Does the business run the risk of waste and additional costs such food waste and underutilized technical equipment if there are 200 employees who attending to work on Monday and 20 the following day? Or should they skimp on preparation and risk upsetting their workers?

2. Collaboration with remote workers is more challenging

Employees on-site and off-site may often have problems communicating with each other due to network issues, technical problems with the company’s servers, and holding meetings with both groups of employees. In these situations, the employees who are already present in the offices should take note of the people off-site and pause to ask them questions or to ensure the connection is strong throughout the meeting.

3. Quicker employee burnout

In addition to the hybrid model’s benefits, such as increased employee performance and quality, off-site workers frequently experience signs of faster burnout. They might occasionally be asked to work longer shifts or resent other workers taking time off to relax at home between shifts.

4. Cultivating company culture

Maintaining a strong company culture can be challenging in a hybrid work environment where employees are physically separated.

Implementing a Hybrid Work Model

Implementing a hybrid work model requires careful planning and consideration. Here are some essential steps:

  • Communicating with transparency: Clearly communicate the reasons behind adopting a hybrid work model and provide support throughout the transition.
  • Creating a detailed timeline: Create a timeline outlining when different teams or departments will begin working under the new model.
  • Providing necessary resources: Equip your employees with all the tools they need to effectively work in both remote and office environments.
  • Establishing clear guidelines: Set expectations regarding working hours, availability, and relevant policies specific to your organization’s hybrid work model.
  • Promoting collaboration: Implement virtual meeting platforms to encourage teamwork and face-to-face interactions.
  • Offering training opportunities: Provide training sessions on remote work best practices to help employees adapt quickly while maintaining productivity.

By taking these steps, you can ensure a smooth transition to a hybrid work model and set your organization up for success.

The hybrid model stands as a dynamic framework offering the best of both worlds, yet its success hinges on thoughtful implementation and adaptability. By leveraging its strengths and addressing its nuances, organisations can forge a harmonious path toward a work environment that honors productivity, collaboration, and well-being. What do you think stands out most when weighing the pros and cons of hybrid work?


Fowell, T. (2022) What is hybrid work and why do employees want it? Envoy. Available at:
Akhter, M. (2022) Benefits and disadvantages of the hybrid work model, Envoy. Available at: