What is a hybrid workforce?

A hybrid workforce model is an attempt to combine the flexibility and improved work-life balance of remote work, with the collaborative and cultural advantages of traditional co-located work. 

Of course, because different businesses have diverse needs, there is no single, comprehensive, one-size-fits-all hybrid workforce solution. A hybrid workforce model may offer an almost complete split between scheduled in-office and remote-work days, might include some employees that remain permanently on-site while others operate out of their homes, or can lean heavily toward full-remote or full in-office work with only a few exceptions (such as the workforce only coming in for employee reviews or only working remotely on special occasions).

Regardless of the structural specifics of any individual hybrid workforce model, the objective will likely remain the same: to balance the employees’ ability to collaborate and work productively with the freedom to take greater control of their work environment.

Although it may not be possible to prescribe the correct ratio of in-office vs. remote-work hours, it is worth noting that even among remote workers it’s generally accepted that a moderate amount of in-person work time is valuable. Many companies adopt an almost-evenly split ratio, with two or three days spent in the office during a five-day work week, while others may lean more in one direction or another (such as one day in the office, or one day remote).

This is one area where policy flexibility is essential. Work with employees to understand their preferences and needs, and track metrics to ensure that the hybrid workforce policy is effective at providing the right balance. If it is not, then that policy will need to be updated or replaced.

To foster effective hybrid work policies, organizations must provide solutions designed to support flexibility, productivity, and connectivity. Without these three focuses, incorporating remote-work options with traditional in-person work may be extremely difficult.

Here are several recommendations designed to help companies promote hybrid workforce engagement:

Those who work interdependently on other individuals, teams, or departments require more schedule coordination. Understanding just how much collaboration is required to fulfill specific project types makes it easier to create in-office schedules that allow hybrid workers to meet and coordinate face-to-face as often as they need.

There are many ways to track performance, but not all of them provide a clear definition of success under a hybrid workforce model. When establishing metrics, focus on those that place results and quality as top priorities, and make sure that the right tracking tools are in place. Leaders also need to be judged on the correct metrics to determine how effectively they are managing their remote teams.

Communication is easy when team members are never further than a few cubicles away. On the other hand, managers of remote employees may find themselves communicating less and less frequently. Making manager communication a primary focus—particularly in areas related to priorities, progress, and project handoffs—helps ensure that important information isn’t falling through the cracks. Additionally, correct communication can help leaders better understand what kinds of collaboration are more effectively addressed in-person.

Just as no single hybrid workforce model is a perfect fit for every business, different teams, departments, and even individuals may need specialized hybrid policies. This means empowering managers with the authority to personalize policies and to establish scheduling boundaries and expectations.

When every workday includes a mix of in-office and remote-work employees, it can be easy to overlook the team members that are not there in person. Be mindful of their virtual presence, and make sure that meetings and other on-site activities are open and available to those who may need to telecommute.