Hybrid Work: Everything You Need to Know About The Future of Work

As employees packed their bags to work from home in March 2020, nobody really knew what was next. Many employees worked flexibly for the first time and a surprising thing happened—the workplace thrived. 

As a result, attitudes shifted around being in a seat in an office for 40+ hours a week. Most employees, regardless of their current work status, desire the ability to work flexibly in a hybrid work environment. Employee preferences are important to consider for retaining talent, employee engagement, and productivity.

In fact, according to a study by Condeco, 85 percent of flexible workers would like to maintain their status.

While some of us continue to work completely remotely, and others work primarily in person, many companies are pivoting to a hybrid work schedule for their employees. 

While implementing a combination of in-person and remote work can be considered a “best of both worlds” approach, it comes with logistical challenges. And if you’re an employee navigating this change, you may be wondering how to handle it. 

Below, we’re outlining exactly what to expect—down to the common types of hybrid schedules and the questions you should ask your boss, should your company switch to a hybrid model.

What Is a Hybrid Work Schedule?

A hybrid work schedule is essentially a schedule that combines time working remotely and time working from your office or workplace.

There are a few different types of hybrid work schedules (that we discuss below), but as an umbrella term, it simply means a combination of work from home and work from the office. 

Implementing a hybrid schedule has become relatively common these days, due to the pandemic. If you have children, it’s likely that you dealt with this (or continue to deal with it) regarding their school schedules.

Schools were some of the first institutions to enact hybrid schedules for in-person and remote learning on a large scale. Now, it’s moving beyond schools. Companies of every size are moving toward this approach. 

Benefits and Value of Hybrid Work Schedules

Hybrid work schedules are logistically challenging because they create more “moving parts.” Depending on your employer, you may be tasked with coming up with your own hybrid work schedule. Others will determine the expectation of in-person attendance vs. at-home work for you.

Either way, there’s simply more to keep up with, for both the employer and the employee. That said, they offer numerous benefits that may make them worthwhile. 

1. Hybrid Work Schedules Increase Flexibility

The first and most obvious benefit is that they provide more flexibility for employees. Even when we’re not in the midst of a pandemic, most of us prefer some flexibility with regard to our routines, and it’s been found that remote work may increase productivity.

If you’re having an “off” day, feeling unwell, or don’t have it in you to manage a long commute on a rainy Tuesday morning, a hybrid schedule gives you the flexibility to choose to work from home, rather than having to take off from work. 

2. Hybrid Schedules Provide Face-to-Face Interaction When Needed

Tired of being working from home? Exhausted with Zoom fatigue? We get it. Since many employees desire a return to the workplace, it’s helpful for companies to provide that option.

Hybrid schedules provide the opportunity for face-to-face interactions and meetings between colleagues. There are also times when in-person meetings just make more sense.

Whether it’s an important pitch or a collaborative effort that requires hands-on participation, hybrid schedules provide a place for employees to work together, outside of the digital bubble. 

3. They Help Prioritize Health + Safety 

We’re past the days of going to work when you have a cold. Hybrid work schedules mean that employees can choose to work from home in the event of sickness or if they’re taking care of a family member, and they can likely do this without a major inconvenience for the rest of the team.

Implementing hybrid work schedules is a way for employers to put their employees’ safety first, especially during the pandemic. 

4. Hybrid Work Schedules Provide Inclusive Working Options

Much has been written about how much the pandemic has affected working moms. The Census Bureau reports that since the pandemic began, roughly 705,000 working moms have stopped working outside the home, and much of this is due to the labor that mothers manage inside the home. 

Hybrid work schedules may provide a more reasonable and flexible routine for mothers who prefer to continue working but are struggling to manage a commute, childcare, or other domestic responsibilities.

Similarly, employees who deal with chronic illnesses or those who are differently-abled may benefit from the option of remote work. In short, it allows for flexibility for employees in just about any circumstance. 

What the Hybrid Boss Does Differently 

The Hybrid Boss is not concerned with keeping the status quo because they recognize it hasn't been working for many employees—especially parents and caretakers.

1. The Hybrid Boss is Not Your Babysitter

Because the workplace isn't a kindergarten classroom, the hybrid worker can have a personal life without checking in on Slack every time they have to use the restroom. 

The Hybrid Boss has replaced surveillance with trust. They live a belief that trusting employees will create a mutually beneficial working relationship. In fact, 80 percent of managers now trust employees to work digitally. They have found no interruption in productivity. 

2. The Hybrid Boss Actually Cares About Your Well-Being 

We get it. Bosses exist to ensure that everyone is working to their potential. However, the modern boss knows that pushing employees to give 110% every day is the fastest way to transport them to burnout. 

Condeco's research revealed that 7 out of 10 employees agreed that hybrid working shows that their company actually listens to them. It shows that their leadership cares about their emotional and mental well-being. 

3. The Hybrid Boss Majorly Changed the Way They Thought 

Many headlines feature the desire for hybrid and flexible work from an employee's point of view, but employers have been navigating their own work-life balance, too. 

In fact, Condeco's report found that 78 percent of managers reported that the pandemic changed the way they thought about remote work and how they conduct business. 

Without casually walking by their employee's cubicles and glancing at their computer screens, 80 percent of employers agreed that they trust their employees and colleagues to get their work done when working from...well, anywhere. 

4. The Hybrid Boss Does See the Value of the Office, Too 

There are many ways that remote work was easier. On the flip side, there were aspects that were extremely challenging for some remote workers. 

One big complaint about working remotely 100 percent of the time was a total lack of boundaries. When you're sleeping next to your home office, well, things can get a little weird and it can start to feel like you're always at work. 

The hybrid workplace is meant to balance the best aspects of working from home and working in the office. 

5. The Hybrid Boss is Prepared to Invest in Technology That Makes it All Work 

When we’re working flexible schedules, nobody should have to scramble to find out when Lisa from Marketing is at her desk on the 3rd floor. 

The New CEO is actively researching, testing, and implementing the best technology to support this dynamic working solution for everybody. Condeco offers solutions for everything from employee experience to guest management so that every detail is managed without friction. 

How to Create 5 Types of Hybrid Work Schedules 

Even with all of these benefits, creating a hybrid work schedule that works for you or your team can be...tricky. It’s best to figure out exactly which hybrid schedule you’ll be dealing with. Below, we’re discussing five common ones.

Plus, we’ve outlined a few example templates—and how they could work for you. 

1. Cohort Schedules

Has your work team been assigned to come into the office on Mondays, Tuesdays, and Wednesdays and work from home on Thursdays and Fridays? If so, your employer is implementing a cohort schedule.

Cohort schedules are simply schedules that assign specific days of the week to specific employees. This means that not everyone in the organization is in the office at one time. 

How They Work: 

The HR department or your manager will assign set days of the week for specific teams or employees. For example, a marketing department may be assigned to come into the office for in-person work on Mondays and Wednesdays, while the finance department is assigned to come in on Tuesdays and Thursdays. 

Best for: 

Cohort schedules are helpful because they offer a cut-and-dry solution for every employee. In other words, since the schedule is determined in advance, people generally get into a groove with their routine.

Cohort schedules are ideal for departments or teams that need in-person collaboration. They’re also helpful for outward-facing companies who need employees at the office at any given time.

Sample of a Cohort Schedule: 

2. Flexible Work Schedules (Led by Your Manager) 

Your manager generally decides upon flexible hybrid work schedules. This means that they’re flexible, but only to the extent that your boss is flexible. In this instance, you’ll work directly with your manager to determine your hybrid schedule.  

How They Work: 

If your company chooses to utilize a flexible work model for hybrid work, your manager will determine the days that you need to be in the office vs. the days that you can work from home.

She’ll likely take into account any relevant in-person meetings or events that require in-person attendance. But speak up! She’ll hopefully use her discretion—and your input—to create a hybrid work schedule that is ideal for your specific circumstances.

Best for:  

Flexible scheduling is best for companies that have a little more leeway when it comes to outward-facing roles.

For example, if your team still benefits from in-person collaboration, it’s nice to have some set days where you know you’ll be able to physically work together. On the other hand, on the days that don’t require that, you can simply continue to work from home. 

Sample of a Manager-Led Flexible Schedule:

3. DIY Schedules (Led by Employee)

Depending on your personality type, a DIY schedule may sound wonderful or terrible. If you thrive off of autonomy, it’s likely that you’d love to be able to create your own hybrid schedule. If you prefer a firm schedule, this option might be more difficult to manage.

A DIY schedule essentially allows the employee to determine when they want to come into the office vs. when they prefer to work from home. 

How They Work: 

DIY schedules are pretty simple: you decide when you’d like to come into the office and when you’d like to work from home. Some companies or managers may ask you to let them know ahead of time, but generally speaking, the decision is in your hands.

Depending on your office setup, there may or may not be desks available if you arrive for in-person work without scheduling it, but that is something to discuss with your manager when you’re determining your overall hybrid schedule. Ask your employer if they use Condeco to make all scheduling seamless and easy. 

Best for: 

DIY schedules are best for employees who do a lot of solo work (hi, introverts!). If your job doesn’t require lots of face-to-face meetings, a DIY schedule may benefit you.

This model is also helpful for employees who may not be able to work during traditional working hours, like parents and caregivers. 

Sample of a DIY Schedule:

4. Staggered Hybrid Schedules 

Staggered hybrid schedules follow the same general format as cohort schedules, but they’re a little more rigid. A staggered schedule determines when each employee is expected to come into the office, down to the specific hour of arrival and departure.

This sounds strict, but it is a way to ensure that you only have a specific number of people on the grounds at one time. The idea is to decrease congestion and help keep people safe. Plus, as an employee, it may be nice to know that you’re not expected to stay for any after-hours work.

How They Work: 

Your HR department or manager would determine the schedule for each employee or team.

For example, the marketing department may be set to arrive on Monday and Wednesday at 9:00 and leave at 4:00, while the finance department might arrive on Tuesday at 8:00 and leave at 3:00. The days and hours may be specified in a staggered schedule approach. 

Best for: 

This model is great for companies that have lots of employees that are needed for in-person work. It can cut down on lines at the door and in restrooms and ensure that there is a safer number of individuals at the workplace at one time.

It’s ideal for shift-driven work, and you’ll often see it used in medical facilities like hospitals. 

Sample of a Staggered Schedule:

5. Alternating Schedules 

Alternating schedules are exactly what they sound like: schedules that allow employees to alternate between working from home and their in-office time. Alternating schedules rotate between the two regularly, whether it’s month-to-month or week-to-week. 

How They Work:

Let’s say during one week, you’re scheduled to work from the physical office space on Monday, Tuesday, and Wednesday. An alternating schedule would mean that the next week, you would work from home on Monday, Tuesday, and Wednesday. 

Best for:  

This approach allows companies to give employees who don’t like working from the office some time at home, while at the same time, providing face-to-face interaction with the people who desire it.

The alternating times may vary from weekly to monthly, meaning you’re likely to feel like you get a “break,” regardless of your work (or personality) preferences. 

Sample of Alternating Schedules:

Questions to Address When Creating Hybrid Work Schedules

Whether your manager is creating your hybrid work schedule or you’re tasked with a DIY approach, it’s important to consider some important questions before you narrow down your routine.

From safety questions to preparation, here’s what we recommend discussing with your manager when the time comes. 

The Best Tools to Build a Great Hybrid Work Schedule

In today's evolving work landscape, where a hybrid work model seamlessly blends in-person and remote work, it's crucial to have a versatile tool that adapts to your employees' transitions between office space, their homes, and various remote locations. While traditional methods like meetings and email communication are effective in face-to-face scenarios, they can become complex and inefficient when you're tasked with coordinating projects across distances.

Thankfully, the solution lies in work management software and/or a project management tool, which is a powerful ally in fostering collaboration across time zones, among diverse teams, and across different office locations. Here are a few of our favorite tech tools for a hybrid workforce: