However, taking a process-based approach does maximize the likelihood that you’ll find the best balance between the needs of your customers, your employees, and your organization. As with all complex decisions, it’s easy to lose your way as you try to reconcile the different elements. Keeping the arguments clear, comparable, and minimally affected by individual motivations is a challenge as individuals and even more so in a group setting. We know that hybridity affects employees’ and teams’ abilities to collaborate effectively, but how and how much remains an active debate.

How COVID-19 has changed the future of the workplace

Hybrid work is a reality for many organizations, and it’s quickly becoming the preferred working model for employers and employees alike. Our “Workspace Satisfaction Report” survey results found that 68% of business leaders plan to change their workspace strategy in 2024 — highlighting a clear willingness to try something new. In fact, 31% of respondents in our Workspace Satisfaction Report survey said they’d go fully remote and provide employees with access to flexible workspace in 2024. Whether you opt for a hybrid workspace strategy or go fully remote, flexible work policies will remain a key part of work culture in the future.

Better work-life balance

This is a 60% saving vs. before, and we’re roughly in the exact location with a similar quality office. It’s worked wonders for keeping our teams happy, engaged and productive. With hybrid working arrangements, there’s no ‘one-size-fits-all’ approach.

Office-first hybrid split-week

For example, you could increase the amount of breakout or collaborative space available. You could also add more meeting rooms and include more quiet spaces, such as phone booths. As is the case when implementing any new strategy, it’s important to weigh up the pros and cons. By late February 2020, as the implications of Covid-19 were becoming clear, Hiroki Hiramatsu, the head of global HR at Fujitsu, realized that the company was in for a shock.

1. We know that hybridity affects employees’ and teams’ abilities to collaborate effectively, but how and how much remains an active debate.
2. Alternatively, you could opt for a smaller HQ that all hybrid workers have access to.
3. This conversation attempts to ensure that your hybrid and remote work model doesn’t irreparably damage or dissolve the culture that makes your organization what it is.

If you assume a normal turnover rate (say, 10% per year), then that means that 10% of every organization’s workforce has likely never been in the office, at least in pandemic regions. Will this be a lost generation or lost year, or will this be the pivot? This conversation attempts to ensure that your hybrid and remote work model doesn’t irreparably damage or dissolve the culture that makes your organization what it is. Here are some examples of companies that have implemented hybrid work models successfully. A hybrid work model is similar to a remote work model in that employees work from a location outside of the company’s facilities. The difference is that under a hybrid work model, employees are expected to be in those facilities at least part of the time.

You could set up a designated channel for discussing the policy or pin it so it’s easily findable. Make sure all managers are trained on the hybrid policy and actively support it — their advocacy is crucial for its success. Rather, non-negotiables are just clear rules for your team based on your chosen hybrid strategy. They’ll have different preferences, personalities, and life experiences that will influence how they’d like to work in a hybrid setup. With thousands of on‑demand workspaces available in the UK and beyond, Hubble On‑Demand makes it easy to organise in‑person work for your remote team, wherever and whenever you need.

We all wish there were more hours in the day, but telecommuting is the next best thing. It gives employees greater flexibility and more control over their day-to-day lives. In this section, hybrid workplace model guide we weigh the benefits of a hybrid work model against its disadvantages.

Keen to learn more about how to build a “mentally healthy” hybrid workplace? We’ve written an article that guides you through how to make hybrid working a successful well-being strategy. You can do this by measuring its success through productivity metrics, employee satisfaction surveys, retention rates, and the quality of output or performance.