-- Weglot --
Nowadays, companies are being forced to re-evaluate the way they do business. With that, different work models have evolved, including the hybrid work model. In its simple form, a hybrid work model is one that combines elements of both remote and on-site work.
Hybrid work is here to stay, with 74% of U.S. companies already using it in one form or considering implementing it. But are these companies all using the same type of hybrid work model? The answer is no. In fact, there are a few different types of hybrid work models to choose from, each with its own set of pros and cons.
Here's a detailed look at the most popular hybrid work model examples to help you decide which is best for your company.
In a remote-first work model, employees are given the option to work remotely most of the time, with on-site work being the exception rather than the norm. Of course, this doesn't mean that there's no office space at all - there may still be a physical space where employees can come in to work if they so choose. Alternatively, they may be able to use a coworking space.
Twitter is one of the most well-known companies to have adopted a remote-first work model, and others are sure to follow suit. Typically, this type of work model is best suited for companies with employees in multiple locations and positions that can be done remotely.
Conversely, there's also the office-first work model, in which employees are expected to be in the office for the majority of their work week. Employees may have the option to work from home on occasion or on certain days, but it's not typically considered the norm.
Google was one of the first companies to adopt an office-first work model, and it's since become the norm for many other tech giants. This type of work model is best suited for positions requiring regular on-site collaboration (think design or engineering) or companies that want to foster a more traditional corporate culture.
While the previous two hybrid work model examples mostly revolved around the location and frequency of remote work, the upcoming models are instead about who gets to decide on whether to work remotely or not as well as flexibility when it comes to schedules.
The first of these is the employee-led or at-will hybrid work model, in which employees are given the autonomy to choose when and where they work. Companies often use this type of work model to give their employees more freedom and flexibility regarding their work/life balance.
Netflix is one example of a company that has adopted an at-will hybrid work model. In this type of work model, there are usually no set office hours or days, and employees are free to work whenever and wherever they want as long as they meet their deadlines and are available for team meetings or other required collaboration.
The next common hybrid work model is one in which managers have the ability to schedule when and where their team members work. Companies often use this type of work model to give their employees more freedom and flexibility while still maintaining some degree of control over employee productivity.
In a manager scheduling hybrid work model, each team or department is typically given a set number of days or hours they're expected to be in the office.
For example, a team may be required to be in the office three days per week but can choose which days those are. Or, a team may be required to be in the office during core hours (say, 9am-5pm) but can choose which days they work those hours.
This is ideally done in coordination with the company's overall remote work policy to ensure consistency across teams and departments. And, of course, teams should have a say in their schedules to ensure that they're able to work when they're most productive.
The last of our hybrid work examples is the split-week or company-led fixed schedule model, in which employees are required to be in the office for a set number of days or hours each week. As opposed to manager scheduling, in this type of work model, the company rather than the team or department determines when employees are required to be in the office.
Not just that, but while with manager scheduling, the schedule is determined based on an employee's role or department, with the split-week model, there’s a central coordination regarding which teams will be physically present, and on what days.
This model is best for companies that want to maintain a high degree of control over employee productivity or those operating in an industry where physical presence is necessary (such as retail).
As you see, hybrid work model pros and cons vary depending on the type of model you choose. So, when deciding which model is best for your company, it's important to consider the needs of your employees as well as the overall goals of your business.
With that being said, there's no one-size-fits-all answer when it comes to hybrid work models. The best model for your company will depend on various factors, including your company culture, the type of work you do, and the location of your employees.
It's also worth mentioning that these models aren't necessarily exclusive– you can always choose to use a combination of multiple models! For example, you may follow a remote-first model in that your employees are able to work remotely most of the time, but you may also have one fixed in-office day (manager scheduled) for team building and collaboration.
The idea is to find what works best for you and your employees. So, experiment with different models and see what provides the best results for your company. Ready to get started?