Hybrid work: what is it and what are its benefits?

Hybrid working has become the go-to model for teams looking to give their employees autonomy without sacrificing in-office culture. But what does hybrid work really mean? Let’s have a look.

What is hybrid work?

First things first: what’s the definition of hybrid work?
Hybrid work is a flexible work model that combines remote and in-office work, allowing employees to divide their hours between home and the office. Employees who follow a hybrid work model are called hybrid workers.

Hybrid work has existed for years, but it wasn’t until the COVID-19 pandemic that it became a global conversation. The shift to remote work during the crisis showcased its advantages, leading to broader discussions about its future in the workplace.

What’s the difference between remote and hybrid work?

The hybrid working model allows teams to combine the best of both worlds: the flexibility of working remotely from any location with the benefits of in-person collaboration when necessary. Remote work, on the other hand, eliminates the need for a physical office presence, allowing employees to work permanently from home or elsewhere.

Different types of hybrid work

The future of work isn’t solely in the office or remote. It’s a mix of both.

Flexible hybrid work

A flexible hybrid working model allows employees to choose when and where they work, balancing remote and in-office days based on their needs. Instead of following a fixed schedule, hybrid workers have the freedom to choose their work environment for productivity, collaboration, or personal preferences. This model improves the work-life balance without losing team connectivity and office culture.

Flexible hybrid work is ideal for startups or teams with a dynamic, fast-paced culture where the focus is on results rather than where or how the work gets done.

Fixed hybrid work

A fixed hybrid working model requires employees to follow a set schedule, splitting their time between remote and in-office work. For example, they may work two days from home and three days in the office each week. This structure ensures consistency while still offering flexibility, allowing companies to maintain collaboration and office culture.

Fixed hybrid work is ideal for large teams with many cross-department projects. Flexible hybrid work will give structure, predictability, and regular in-person collaboration while still allowing some flexibility.

Workplace or remote-based hybrid work

A workplace-based hybrid model requires employees to work mostly from the office, with limited remote days each week. In contrast, a remote-based hybrid model allows employees to work primarily from home, only coming in for meetings or collaboration. Both models offer flexibility but differ in how much time employees are expected to spend in the office.

This model will work well for teams that need to prioritize either office or remote work without sacrificing employee flexibility or an in-office culture.

64%

workers say they are more productive when working remotely

35%

lower attrition in hybrid workers than full-time office staff

51%

Americans say they would quit over a non-negotiable RTO mandate

What’s an example of hybrid work?

At DeskTime, we've been practicing a hybrid work model for over a decade—here’s how we do it.

A screenshot of the DeskTime automatic time tracking app

Flexible working hours

Since our company's very beginnings, DeskTime employees have been able to start work anytime between 7:00 AM and 11:00 AM

A screenshot of the DeskTime automatic time tracking software

Remote or office?

We don’t have to choose! Our Work Schedules feature allows us to keep up with who’s in the office and who’s working remotely.

A screenshot of the DeskTime automatic time tracker

Shortened work week

We follow a shortened workweek instead of the usual 40 hours. In winter, we work 35-hour weeks, and in summer, it's further reduced to 33 hours.

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What are the benefits of hybrid work?

Hybrid work boosts productivity, enhances work-life balance, and increases employee satisfaction. Let’s take a deeper look into just how you can improve your team with hybrid work.

Improve employee retention

Hybrid work increases employee retention by offering flexibility, allowing employees to balance their professional and personal lives more effectively. It reduces burnout, cuts down on commuting stress, and provides autonomy over work schedules. Employees feel more satisfied, engaged, and valued, leading to higher loyalty and lower turnover rates, as they are less likely to seek alternative job opportunities.

We at DeskTime know just how well hybrid work improves employee loyalty, retention, and engagement. It started with our first designer, Jim—a talented night owl. Instead of forcing rigid hours on him, we introduced flexible start times. With the help of DeskTime, our time-tracking app, we were able to ensure Jim and the rest of our employees worked the required hours while enjoying control over their schedules.

Reduce expenses for the whole team

Companies can reduce on-site expenses related to office space and maintenance. By leveraging hybrid work, businesses can reallocate resources toward employee benefits, professional development, or technology upgrades, ultimately improving job satisfaction and retention. Overall, hybrid work creates a cost-efficient model that benefits both the organization and its workforce.

A recent study tested the impact of hybrid work by dividing 1,600 Trip.com employees into two groups. One group worked remotely with a hybrid model, while the other was required to be in the office full-time. The results showed that quit rates dropped by over a third, saving the company millions annually.

Increase team productivity

Hybrid work increases productivity by allowing employees to focus on deep work at home, free from office distractions while using in-office time for collaboration and meetings. This balance enhances efficiency, creativity, and overall job performance.

A study conducted by researchers from the George Washington University and the London School of Economics found that public sector workers experienced a 12% increase in productivity when allowed to work from home. Reduced distractions primarily drive these productivity gains, as employees have more control over their environment and work at their own pace.

What are the risks of hybrid work?

While hybrid work has many advantages, it does come with risks. Before moving your team to a hybrid working model, here are a few things you should consider.

Miscommunication and bias

Retaining a strong hybrid culture is by no means easy. Hybrid work means remote and in-office employees get their information at different times or through different channels, which can cause confusion and potential conflict situations. Hybrid work can also cause bias against remote workers because they get less face-to-face time with managers.

When moving to a hybrid work model, it’s important to invest in tools like Slack or Google Workspace that speed up communication and allow real-time collaboration between in-office and remote workers. You can also introduce initiatives like Spotify’s “core week” that encourage employees to come together in the office for brainstorming and planning.

Information and data security risks

One major reason hybrid work from home seems like a risky endeavor for many companies is that hybrid employees might not exercise the necessary caution when working with sensitive data outside the office. With cyber security risks on the rise, it’s a valid concern for many employers.

However, with the right tools and a well-thought-out information security system, you can easily mitigate these risks. For example, at DeskTime, we made data security one of our main priorities in 2024 and ended the year by achieving the ISO 27001 and ISO 27701 certifications. These certifications mean we have to undergo regular audits to keep our security up to date, and they help assure our users that their data is safe in our hands.

Loss of productivity and efficiency

Without the right guidelines, remote work can lead to a dip in productivity, efficiency, and engagement. Distractions, lack of supervision, and poor time management can result in missed deadlines and lower performance.

However, productivity concerns can be addressed with the right approach. When you’re moving your team to a hybrid work model, time tracking can be a great help in identifying bottlenecks, keeping track of who’s working on what, and ensuring remote and hybrid teams stay focused and engaged.

How can I introduce a hybrid work environment to my team?

First, you’ll have to decide on what kind of hybrid work schedule would work best for your team—flexible or fixed. Second, you’ll have to create comprehensive guidelines and communicate to your team what hybrid work means and what you expect from them going forward. And third, give your employees time to get used to the changeRemember that you’ll also have to identify possible problems and find tools or solutions to mitigate any potential risks.

For example, if you’re worried that moving to a hybrid model would significantly decrease your employees' productivity, you can try a time tracking tool. Time tracking and productivity monitoring apps like DeskTime will allow you to keep track of what your hybrid team is working on.

With DeskTime, you can see your employees' arrival and departure times, analyze their productivity, schedule shifts, oversee absences, maintain a healthy work-life balance, keep track of specific projects, and more. Here’s how it works:

Create an account and download the DeskTime app

Add your team details

Add your employees individually or in batches and sort them into teams

Start tracking!

Need more info? Read this article to learn how to use DeskTime’s time tracking tool and how to communicate it to your employees effectively.

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Frequently asked questions about hybrid work

A hybrid work environment is a flexible workplace model that combines remote work with in-office collaboration. Instead of working full-time from a single location, hybrid workers split their time between home and the office based on company policies or personal preference. This model offers the best of both worlds—giving employees autonomy while keeping teamwork and company culture.

Many organizations adopt flexible schedules, allowing employees to choose when and where they work most productively. By embracing a hybrid work environment, companies can improve employee satisfaction, attract top talent, and boost overall efficiency without sacrificing their workplace culture.

Remote work and hybrid work both offer flexibility, but they differ in structure. Remote work means employees work entirely from home or another location outside the office, with no requirement for in-person attendance. This setup relies heavily on digital tools for communication and collaboration.

On the other hand, hybrid work combines both remote and in-office work, allowing employees to split their time between home and the workplace. Hybrid workers may follow a set schedule or have the freedom to choose when to come into the office. This model maintains the benefits of remote work—such as flexibility and autonomy—while preserving in-person collaboration and office culture.

At DeskTime, our marketing project manager works three days from home and two days in the office. Our manager handles tasks like campaign planning and data analysis remotely but comes into the office for team meetings, brainstorming sessions, or presentations.

Another example would be a software developer who codes and collaborates with remote teammates online but visits the office for sprint planning and technical workshops. Hybrid work gives employees the ability to balance independent tasks at home with in-person collaboration when needed.

Many industries, including tech, finance, and customer service, now offer hybrid work options, giving hybrid workers flexibility while maintaining company culture and productivity.

Time tracking helps hybrid workers stay productive, organized, and accountable while balancing remote and in-office work. With time tracking software like DeskTime, for example, employees can monitor how they spend their time, ensuring they stay on top of tasks regardless of location.

For companies, time tracking provides insights into employee performance, helping managers understand work patterns and optimize schedules. It also prevents burnout by highlighting when hybrid workers are overwhelmed with their tasks or underutilized.

Additionally, tracking time helps maintain transparency in hybrid work environments, ensuring fair workload distribution and accurate billing for freelancers or contractors. With clear data on productivity, both employees and employers can make better decisions to improve efficiency and work-life balance in a hybrid work setting.

Getting started with DeskTime to track hybrid workers' time is simple. First, sign up for a DeskTime account and invite your team to join. Employees can install the DeskTime app on their computers and mobile devices, allowing for automatic time tracking whether they’re working remotely or in the office.

o customize tracking for a hybrid work setup, set up work schedules that reflect remote and in-office days. DeskTime tracks app usage, project time, and productivity, providing insights into work patterns. You can also use manual time trackers like Offline time or the webtimer for added flexibility.

With DeskTime, you ensure transparency, efficiency, and accountability, helping hybrid workers stay organized while giving managers real-time insights into productivity.

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