Hybrid workplace models: Benefits and best practices

The way we work has changed. More businesses are adopting a hybrid work model, blending in-office and work from home setups to give employees more flexibility. And it's not just a passing trend. Companies that adopt hybrid workplaces are seeing real benefits, from increased productivity to better work-life balance for their teams.

Technology is making hybrid work easier than ever. With cloud-based tools, video conferencing, and digital collaboration platforms, remote workers can stay just as connected as those in the office. And businesses are taking notice. Companies that once had a requirement for full-time office attendance are now offering flexible work options to attract and retain top talent.

But what exactly is a hybrid work model, and how can companies make it work? In this guide, we explain it all. We cover the types of hybrid workplaces and their pros and cons, plus best practices for managing a successful hybrid workforce.

What is hybrid work?

A hybrid work model is a setup where employees split their time between work from home and in-office work. It gives people the flexibility to choose where they work based on their tasks, preferences, and company policies. Some days, they may work remotely; other days, there may be a requirement for them to come into the office.

Unlike fully remote jobs, where employees never go into an office, hybrid work keeps some in-person interaction. At the same time, it’s different from a traditional office model, where there's the expectation that everyone is in the workplace full-time. Flexible work options allow companies to balance structure with freedom, making it easier to support remote workers while maintaining team collaboration.

What is a hybrid workplace?

A hybrid workplace is a work environment that supports both work from home and in-office work. Instead of requiring employees to be in one place all the time, companies set up systems that let people work remotely when needed and come into the office when it makes sense.

A successful hybrid workplace involves the right tools, policies, and culture to keep work running smoothly. The key components typically include:

• Technology: Cloud-based software, communication tools, and security systems that allow a workforce to collaborate, whether they’re at home or in the office.
• Clear policies: Well-defined work schedules, expectations, and guidelines to ensure fairness and productivity.
• Company culture: A strong focus on inclusion, engagement, and teamwork to keep both in-office and remote employees connected.

Without these pieces in place, a hybrid setup can feel disjointed. But when done right, it gives employees the best of both worlds: flexibility without losing the benefits of in-person collaboration.

Types of hybrid work models and schedules

Companies structure hybrid work models in different ways. Each model has trade-offs. The right setup depends on business needs, team dynamics, and job requirements. Here are the most common types:

1. Flexible hybrid model

Employees decide when to work from home and when to come into the office. There are no fixed office days. Attendance depends on individual preferences, workload, or team agreements. This model gives employees maximum flexibility while ensuring remote workers and in-office staff stay connected.

2. Fixed hybrid model

Employees follow a set work schedule, splitting time between remote and office work on assigned days. For example, a company may require in-office work on Mondays and Thursdays and allow remote work on other days. This approach can create consistency while still offering flexibility.

3. Office-first hybrid 

The office is the primary work environment, but employees can work remotely or work from home when needed. In-office attendance is the default, with remote options for focused work or personal circumstances. This model can suit companies that prioritize face-to-face collaboration while allowing some flexibility.

4. Remote-first hybrid model

Employees mainly work remotely, only coming into the office for essential meetings, training, or events. This setup supports a distributed workforce and reduces office space requirements while keeping an in-person option available when necessary.

4 Benefits of hybrid working

A hybrid work model can offer real advantages for both employees and businesses. Here are some of the biggest benefits:

Increased productivity

When employees can choose where they work best, they may get more done. Some tasks require deep focus, which can be easier to achieve when working from home. Other tasks, like brainstorming or team meetings, may be better in person. A hybrid work model enables employees to work in the best setting for each task.

Better work-life balance for employees

A rigid work schedule doesn’t suit everyone. With a hybrid schedule, employees can avoid long commutes, manage personal responsibilities more easily, and create a routine that fits their lifestyle. This flexibility can lead to less stress, more job satisfaction, and better overall well-being.

Cost savings for companies and employees

Businesses can reduce office space and cut down on expenses like utilities, office supplies, and even relocation costs. Employees can also save money. For instance, less commuting means spending less on gas, public transport, or parking. Plus, fewer in-office days can reduce costs for meals, childcare, and professional clothing.

Higher employee satisfaction and retention

People often want flexible work options. Companies that offer hybrid work models can have an advantage in attracting and keeping top talent. When employees feel trusted to manage their own work schedules, they can engage more and feel more committed to their employer. That can lead to lower turnover and a stronger team in the long run.

4 Challenges of a hybrid workplace

A hybrid work model isn’t without its challenges. Here are some of the biggest issues companies face:

1. Communication gaps between remote and in-office teams

When some employees work remotely and others are in the office, information doesn’t always flow evenly. In-office employees have more opportunities for casual conversations, while remote workers may miss key discussions. This can lead to misunderstandings, delays, or remote employees feeling out of sync with their teams.

2. Maintaining company culture

A strong workplace culture can be harder to maintain when employees aren’t in the same space. Remote workers may feel disconnected from company values, social interactions, and team dynamics. Without regular in-person interaction, it can be difficult to build relationships and a shared sense of purpose.

3. Ensuring equity in opportunities for remote vs. in-office workers

Being seen in the office can lead to more visibility with leadership, access to key projects, or faster career growth. Remote workers may feel overlooked compared to those who spend more time in person. Unequal access to promotions, networking, or training opportunities can create a divide between office-based and remote employees.

4. Cybersecurity risks

With employees working from multiple locations, data security becomes a bigger concern. Remote work can increase the risk of cyber threats, from unsecured home networks to lost or stolen devices. Companies must deal with the challenge of keeping sensitive information protected across a distributed workforce.

Hybrid workforce best practices

Managing a hybrid office takes planning. Companies need to make sure employees stay connected, productive, and engaged, no matter where they work. Here are four best practices to help make hybrid work successful:

1. Establishing clear communication protocols

Communication in a hybrid work model can easily become messy. Without structure, remote workers may miss important updates, and in-office employees may default to side conversations that leave others out. Companies need clear guidelines on how and when teams communicate.

Example: A company might set a rule that all project updates happen in a shared Slack channel instead of private messages or hallway conversations. That way, everyone, whether in the office or working remotely, gets the same information.

2. Leveraging the right tools and technology

A hybrid workplace usually only works if employees have the right tools to collaborate. Messaging apps, video conferencing, project management software, and cloud-based file storage can keep remote workers and in-office employees on the same page.

Example: A marketing team working on a campaign might use Asana for task tracking, Zoom for weekly meetings, and Google Drive for shared documents. This ensures that whether someone is working from home or in the office, they can access everything they need.

3. Offering flexible scheduling options

Rigid work schedules defeat the purpose of a hybrid work model. Employees should have some control over when they come into the office and when they work remotely, as long as it aligns with business needs.

Example: A software company may require developers to come into the office every Tuesday and Thursday for team collaboration, but let them work from home on other days for focused coding work. This structure provides both flexibility and consistency.

4. Regularly gathering employee feedback to optimize the model

A hybrid work model isn’t “set and forget.” Companies need to check in with employees to see what’s working and what’s not. Regular feedback can help fine-tune policies and avoid problems like burnout or lack of engagement.

Example: A company might send out a monthly survey asking employees how they feel about their work environment, whether they have the tools they need, and if they’d like any adjustments to their work schedules. Leadership can then use this feedback to make improvements.

Are hybrid workplaces the future?

The hybrid work model isn’t just a short-term response to workplace disruptions. It’s becoming the new standard. Businesses across industries are adopting flexible work setups to meet employee expectations, improve efficiency, and cut costs. But will hybrid work remain the dominant model in the long run? Let's take a look:

• Employee demand for flexibility: Workers want flexible work options, and companies that don’t offer them risk losing talent. Many employees now expect the ability to work from home at least part of the time. Surveys show that flexibility is a top factor in job decisions, often ranking higher than salary. Businesses that resist this shift may struggle with recruitment and retention.
• Advancements in remote work technology: Technology has removed many of the barriers that once made remote work difficult. Cloud-based collaboration tools, virtual meetings, and AI-driven automation have made it easier than ever to manage a hybrid workforce. As these technologies continue to improve, companies will have even more ways to support remote workers without losing productivity.
• Cost savings for businesses: Office space can be expensive. Many businesses are reducing their real estate footprint by shifting to hybrid workplaces. Fewer in-office days generally mean lower costs for rent, utilities, and office supplies. Some companies are even adopting shared desk policies or coworking spaces to further reduce expenses.

Essentially, the move to hybrid work isn’t a short-lived experiment. Businesses that embrace flexible work are seeing increased employee satisfaction, better retention, and improved efficiency. While some industries may still require in-office presence, many organizations are proving that a hybrid workplace is both sustainable and beneficial in the long run.

Easily manage your hybrid workforce with Rippling

A hybrid workforce brings flexibility, but it also adds complexity, especially when it comes to HR, IT, and payroll. Rippling simplifies hybrid workforce management by bringing everything into one unified platform.

With Rippling’s HCM, you can automate and manage your entire workforce in one place. Whether employees work from home or in the office, Rippling makes it easy to:

• Streamline global payroll, benefits, and compliance: Pay employees and contractors worldwide, stay compliant with local labor laws, and manage benefits seamlessly.
• Onboard new hires in 90 seconds: Automatically set up payroll, benefits, and IT access with one-click onboarding.
• Ensure compliance across multiple locations: Track work authorizations, ensure tax compliance, and manage labor laws effortlessly.

With Rippling’s HRIS, you can:

• Manage employee records in a single system: Keep all HR data in one place, making it easy to access and update.
• Boost employee engagement: Automate performance reviews, surveys, and recognition programs to keep teams connected.
• Customize policies and workflows: Set up approval processes, workflows, and compliance rules that fit your hybrid workplace.

Rippling gives you everything you need to manage a hybrid workforce efficiently, from HR, to Payroll, IT, and Spend, so you can keep everything running smoothly, no matter where your team works. 

Hybrid workplace FAQs

What is an example of a hybrid job?

A hybrid job is a role where employees split their time between remote work and in-office work. The balance depends on company policy and job requirements.

For example, a software engineer might work from home three days a week for deep focus tasks like coding and debugging. On the other two days, they come into the office for team meetings, brainstorming sessions, and project updates. This setup provides flexibility while maintaining a collaborative work environment.

How many days is hybrid working?

There’s no single rule for how many days employees should be in the office in a hybrid work setup. Some companies require a minimum number of in-office days, while others let employees decide. The goal is to balance work life balance with team collaboration.

For example, a marketing team might have a policy where employees come in on Mondays and Wednesdays for strategy meetings and teamwork. The rest of the week, they have the option for remote work based on their workload and personal preference.

What are the 5 C's in a hybrid workplace?

The 5 C’s are the key areas businesses need to focus on to make hybrid work effective:

• Communication: This involves making sure updates, decisions, and expectations are clear for both in-office and remote workers.
• Collaboration: This refers to giving teams the right tools to work together, no matter where they are.
• Coordination: This requires aligning work schedules so projects stay on track and everyone knows when and where to work.
• Culture: This involves keeping a strong team dynamic that includes both in-office and remote work employees.
• Compliance: This refers to following labor laws, payroll regulations, and workplace policies across different locations.

A hybrid workplace runs best when all five are in place. If any are missing, teams can struggle to stay connected and productive.

What questions to ask in a hybrid work survey?

A hybrid work survey helps employers understand what’s working and what needs improvement in a hybrid workplace. The right questions focus on employee productivity, engagement, and overall experience.

Here are some key areas to cover:

• Work environment: For example, “Do you have the tools and setup you need to be productive in both the office and at home?”
• Work-life balance: For instance, “Does the current hybrid work setup allow you to manage your workload without feeling burned out?”
• Collaboration and communication: You may ask something like, “Do you feel included in important discussions, regardless of where you’re working?”
• Scheduling and flexibility: For example, “Are you happy with how we structure in-office and remote days?”
• Company support: For instance, “What could we improve to make your work environment more effective?”

A hybrid work survey should be short, direct, and focused on practical improvements. The goal is to fine-tune policies so employees stay engaged and productive.

This blog is based on information available to Rippling as of February 3, 2025.

Disclaimer: Rippling and its affiliates do not provide tax, accounting, or legal advice. This material has been prepared for informational purposes only, and is not intended to provide or be relied on for tax, accounting, or legal advice. You should consult your own tax, accounting, and legal advisors before engaging in any related activities or transactions.