The workplace has undergone a seismic shift over the past few years, with flexible work arrangements becoming a standard for many organizations. Far from a passing trend, hybrid work has become a cornerstone of modern workplace strategy, balancing the flexibility employees crave with the structure businesses need.

But what does a successful hybrid work model look like in 2025?

This guide dives deep into the benefits, challenges, and best practices, equipping HR leaders and workplace strategists with actionable insights to thrive in the future of work.

What is hybrid work?

Hybrid work combines remote work with in-person collaboration, allowing employees to split their time between different work environments. Depending on company policies, team dynamics, and individual roles, hybrid models can vary in structure, from fully flexible arrangements to fixed schedules.

The evolution of hybrid work

Hybrid work became necessary during the COVID-19 pandemic when office work became a health complication. But its potential was quickly recognized as organizations saw improvements in productivity and employee satisfaction.

Over time, hybrid work has shifted from a stopgap solution to a strategic approach to workforce management, allowing companies to cater to diverse employee needs while achieving business goals.

Why hybrid work matters in 2025

As workplace dynamics continue to evolve, hybrid work has proven to be more than a passing trend. Here’s why it remains critical:

• Attracting top talent: Employees value flexibility, with hybrid work being one of the most desired job perks. Companies offering hybrid options gain a competitive edge in recruiting and retaining high-performing talent.
• Improving employee well-being: By reducing commuting stress and enabling better work-life balance, hybrid work fosters happier, more engaged teams.
• Adapting to business needs: Hybrid work aligns with organizational goals to optimize costs, enhance collaboration, and maintain productivity across distributed teams.

In 2025, hybrid work will continue to be a cornerstone of effective workplace strategies, enabling companies to balance employee autonomy with business demands, creating a model that benefits all stakeholders.

Different types of hybrid work schedules

Schedules are as diverse as the organizations that implement them. Each hybrid work policy is tailored to specific goals, workforce dynamics, and operational needs.

Here are the most common types of hybrid schedules, complete with practical examples and insights into their pros and cons.

1. Fixed hybrid work schedules

Employees follow a pre-set schedule that specifies the number of days for remote work and office collaboration.

• Example: A marketing team works remotely on Mondays and Fridays but comes into the office Tuesday through Thursday for brainstorming sessions and project updates.
• Pros: Predictable schedules facilitate team coordination and office resource planning.
• Cons: Limited flexibility may not meet the needs of employees with dynamic personal commitments.

2. Flexible hybrid work schedules

Employees can choose when to work remotely or in-office, with some guardrails to meet business needs.

• Example: An IT professional may work from home most of the time but visit the office once a week to access equipment or attend in-person meetings.
• Pros: Empower employees to balance work and personal responsibilities, boosting satisfaction and productivity.
• Cons: Can complicate office resource management and lead to uneven office attendance.

3. Role-based hybrid work models

Job roles or project needs determine office presence. Positions that require frequent collaboration or access to physical resources may spend more time in the office, while others work remotely.

• Example: A product designer works in-office for prototyping tasks, while the software development team works remotely, communicating via collaboration tools like Slack and GitHub.
• Pros: Tailors work models to job requirements, maximizing efficiency and resource utilization.
• Cons: It may create a perceived divide between office-first and remote workers, affecting team cohesion.

4. Team-based hybrid work models

Entire teams are scheduled to be in the office on the same days, optimizing collaboration and team-building opportunities.

• Example: A sales team gathers in-office every Thursday for strategy meetings and training, ensuring alignment and fostering camaraderie.
• Pros: Strengthens relationships and improves team collaboration during in-office days.
• Cons: Requires careful scheduling to avoid overlaps or conflicts with other teams’ office use.

Practical use cases for hybrid schedules

Hybrid schedules can be customized to fit organizational priorities. For example:

• Customer service teams: May adopt fixed schedules to ensure coverage during business hours.
• Creative departments: Could favor flexible models to allow uninterrupted focus time for creative work.
• Cross-functional teams: Might benefit from team-based schedules to maximize collaborative project success.

The benefits of a hybrid work model

Flexible work models are not just a scheduling preference but a game-changer for how organizations operate and succeed. Combining the best aspects of remote and in-office work creates an environment where employees thrive, and businesses unlock new levels of efficiency and innovation.

1. Improved employee well-being

Hybrid work empowers employees to design work routines that suit their lifestyles, leading to better work-life balance. A recent study found that 92% of workers consider it important to work for an organization that values their emotional and psychological well-being,

• Practical Impact: Reduced commuting stress and more time for personal pursuits—whether exercising, spending time with family, or pursuing hobbies—can boost overall morale.
  
  

• Case Study: After using Gable to support their hybrid teams, Workstep shares, “What I see as a result is that people get together to work and organize other fun activities afterward. Without that opportunity to co-work, that wouldn’t happen.”

2. Enhanced productivity

Employees are more productive when they can choose their work hours without the distractions of a traditional office environment. Research led by Stanford economist Nicholas Bloom revealed that employees who worked from home two days a week were just as productive and as likely to be promoted as their fully office-based peers. This hybrid work arrangement also led to a 33% reduction in employee resignations, indicating improved retention rates.

• Practical Impact: Hybrid work allows employees to manage their energy levels, tackling deep-focus tasks remotely and using in-office time for collaborative activities.
  
  

• Case Study: According to Global Workplace Analytics, Alpine Access Remote Agents close 30% more sales than traditional agents previously, while customer complaints have decreased by 90%.

3. Cost savings for businesses

Organizations can significantly reduce operational costs by optimizing office space and minimizing overhead expenses. Companies with hybrid workforces report average real estate savings of 10% - 50% as they shift from long-term leases to flexible workspaces.

• Practical Impact: Businesses can redirect these savings toward technology investments, employee development programs, or other strategic priorities.

• Case Study: GWA has compiled over 7,000 case studies on the benefits of hybrid work models and summarized key findings. They highlight the average real estate savings with full-time remote work are $10,000/employee/year. Sun Microsystems reports savings of $68 million yearly in real estate costs, and IBM slashed real estate costs by $50 million.

4. Access to global talent

The hybrid model removes geographical restrictions, enabling companies to widen their talent pools and hire the best people worldwide. A LinkedIn survey shows that 87% of employees consider hybrid and remote work options critical when evaluating job opportunities.

• Practical Impact: A diverse, distributed workforce brings fresh perspectives and skills, driving innovation and competitiveness.

• Case Study: Toptal is one example of companies leveraging the freelance market with a hybrid workplace model. By only accepting the top 3% of applications, they offer businesses access to world-class talent from anywhere. 

5. Better employee experience

Hybrid work redefines workplace experience, making it less about a physical office and more about building trust, fostering collaboration, and encouraging purpose. Wellable found that 81% of hybrid employees report high engagement, surpassing the 78% of remote and 72% of in-office employees.

• Practical Impact: Employees feel valued and empowered, leading to increased retention rates and a stronger employer brand.

• Case Study: After switching to Gable, Modern Treasury shared, “You'll see chatter in the mornings when they're meeting: ‘Hey, I'm gonna be there around 10’, ‘Anyone want me to pick up coffee?’ There's this whole office environment—very similar chatter to what I see in our New York channel. In many ways, it feels like an office, and it’s starting to feel very natural.”

Why these benefits matter in 2025

As hybrid work evolves, these benefits remain central to its adoption. For businesses, the ability to attract top talent, optimize resources, and foster a thriving workplace culture ensures that hybrid work is not just a perk—it’s a competitive advantage.

Hybrid work challenges

While hybrid work offers undeniable benefits, it also introduces challenges that organizations must address to ensure its success. Leaders must proactively tackle these challenges to create an equitable and productive environment for all employees.

Solutions should prioritize inclusivity, communication, and well-being, ensuring all employees feel valued and supported regardless of where they work.

1. Ensuring equity between remote and on-site employees

A persistent concern in hybrid models is the potential for remote workers to feel overlooked, leading to disparities in recognition, promotions, and career growth opportunities. Even hybrid workers may feel disadvantaged compared to their in-office counterparts, often described as the “proximity bias.”

Solutions:

• Implement transparent performance metrics that focus on outcomes rather than hours or visibility.
• Use 360-degree feedback to capture contributions from all team members, regardless of location.
• Train managers to evaluate employees based on their deliverables rather than physical presence.

2. Mitigating the risk of burnout

Hybrid work blurs the lines between personal and professional life, leading some employees to overextend themselves. Remote workers may work longer hours, struggle to disconnect, or feel pressured to be “always on.”

Solutions:

• Establish clear work boundaries, like no-meeting blocks or set “offline” hours.
• Offer wellness programs like access to mental health resources, fitness stipends, and virtual yoga sessions.
• Encourage managers to regularly check in with their teams to assess workloads and stress levels.

3. Maintaining company culture

Sustaining a unified company culture across a distributed workforce is one of the biggest challenges in a hybrid model. Employees may feel disconnected from the company’s mission, values, or community.

Solutions:

• Reinforce core values in every team interaction, whether remote or in person.
• Host hybrid-friendly events like virtual town halls, team-building activities, and workshops.
• Leverage storytelling to highlight examples of employees embodying the company’s values.

4. Overcoming communication barriers

Effective communication becomes more challenging in hybrid environments, where some employees are in-person and others are remote. Non-verbal cues are often lost in virtual communication, and remote employees may feel excluded from spontaneous office conversations.

Solutions:

• Adopt an asynchronous-first approach to reduce reliance on team meetings.
• Use tools like Slack, Trello, and Microsoft Teams to document decisions and updates.
• Train managers on inclusive communication strategies, like summarizing key takeaways for remote participants after hybrid meetings.

5. Building team connections

A lack of in-person interaction can lead to weaker relationships and lower team cohesion, impacting morale and collaboration. Remote employees often cite feeling disconnected from their peers, leading to disengagement.

Solutions:

• Schedule regular team-building events, alternating between virtual and in-person formats.
• Encourage cross-functional collaboration through shared projects or challenges.
• Use office days strategically to foster connection and trust rather than just task completion.

6. Real estate costs

Hybrid work often leads to underutilized office spaces, presenting challenges in optimizing real estate expenses. Many companies continue paying for large office spaces even when a portion of their workforce is remote, leading to inefficiencies.

Solutions:

• Analyze attendance data to identify peak and off-peak usage patterns.
• Transition to flexible workspace arrangements, like hot-desking or shared spaces, to reduce overhead costs.
• Consider downsizing to smaller, more adaptable office layouts that align with hybrid usage trends.

7. Space utilization challenges

Efficiently managing office space in a hybrid model requires rethinking traditional layouts. Fixed desk arrangements often result in unused areas, while employees may struggle to find adequate collaboration or quiet zones during in-office days.

Solutions:

• Implement desk booking systems to dynamically allocate workstations based on demand.
• Reconfigure offices to include more flexible layouts, such as meeting pods, quiet zones, and open collaboration spaces.
• Use data analytics tools to monitor and adjust layouts based on real-time utilization trends.

Hybrid work in 2025: Key learnings

For most companies, hybrid work is still a work in progress, and they are learning along the way. These learnings shape the future of hybrid work, ensuring its success in 2025 and beyond.

Here are some learnings from that process:

1. Purposeful office use

The role of the office has shifted significantly. It is no longer just a place where employees work but a hub for connection, collaboration, and innovation. Teams increasingly use office spaces for brainstorming, team-building, and project kickoffs, reserving remote days for individual, focused tasks.

The introduction of flexible space providers has made it easier for companies to host purpose-driven gatherings outside traditional office setups, increasing engagement and optimizing space usage​.

2. Flexible layouts

Modern hybrid workplaces require adaptability to cater to diverse employee needs. Offices must now support multiple work styles and functions.

Key Features:

• Meeting rooms for team discussions.
• Quiet zones for deep-focus work.
• Flexible desks and shared spaces to promote spontaneous collaboration.

New trends show that gamified and themed gatherings, as well as role-specific formats (e.g., manager workshops or leadership retreats), are being integrated into office layouts to enhance engagement and productivity.

3. Data-driven decisions

Leaders are leveraging workplace data to make informed decisions about hybrid strategies.

Examples of Insights:

• Office attendance patterns help optimize resource allocation.
• Employee feedback on work preferences shapes hybrid policies.

Successful hybrid strategies now include metrics like engagement scores, repeat attendance at in-office events, and post-event feedback. These insights help assess the impact of hybrid initiatives and align them with business goals​.

4. Retention and productivity gains

Research from Stanford University’s Nick Bloom highlights that hybrid work reduces attrition by 50% while maintaining or improving productivity. Organizations that adapt to these trends attract and retain top talent, ensuring long-term success in the evolving job market.

Incorporating gamified events and community-building retreats has shown measurable improvements in retention and team cohesion. For instance, initiatives like “belonging communities” have enhanced employee connections, boosting satisfaction and loyalty.

How to implement the hybrid work model

Transitioning to a hybrid model requires thoughtful planning and a thorough workplace transformation process. The following best practices can help organizations create a seamless and effective hybrid work environment:

Engage employees

Successful hybrid strategies start with understanding employee needs and preferences.

Action Steps:

• Conduct surveys, focus groups, and one-on-one interviews.
• Use pulse surveys to refine policies continually.

Prioritize flexibility

Flexibility is the cornerstone of hybrid work. Allow employees to choose where and how they work whenever possible.

Action Steps:

• Offer multiple hybrid schedule options, such as remote-first or team-based models.
• Provide flexible start and end times to accommodate personal commitments.

Invest in technology

Adopting the right tools ensures smooth operations in a hybrid environment.

Examples:

• Desk booking software for space management.
• Collaboration platforms for seamless communication.
• Analytics tools to monitor performance and engagement.

Train leaders

Managers need new skills to lead distributed teams effectively.

Training Focus:

• Building trust with remote employees.
• Communicating inclusively and setting clear expectations.
• Managing performance based on outcomes, not presence.

Foster collaboration

Hybrid work thrives on purposeful in-person interactions.

Action Steps:

• Schedule regular team offsites and collaboration days.
• Use the in-office time for brainstorming, training, and relationship building.

Essential workplace technology for hybrid work

Technology is critical to making hybrid work effective and sustainable. These tools enable seamless operations, optimize resource usage, and ensure consistent collaboration across distributed teams.

Space booking software

Space booking software like Gable allows employees to reserve workspaces as needed, ensuring efficient use of office space. These systems help reduce underused spaces while providing valuable data on attendance patterns.

Checkr reports 51% in workspace cost savings since switching to Gable, demonstrating the financial benefits of optimized workspace management.

Collaboration platforms

Communication and teamwork are the cornerstones of hybrid work, and tools like Slack, Zoom, and Microsoft Teams facilitate these processes. They enable instant messaging, video conferencing, and file sharing while integrating with project management systems to streamline workflows.

These platforms ensure teams stay connected and aligned, supporting productivity and cohesion across locations.

Data analytics tools

Workplace analytics platforms are essential for making informed decisions in a hybrid environment. By analyzing space utilization trends and employee engagement metrics, these tools provide leaders with actionable insights to refine their hybrid strategies.

“With Gable, we can look at the actual utilization in our offices and coworking spaces. Now we can see how many people intend to come in, how many people come in, and make decisions based on that.” - Ironclad.

Take action to optimize your hybrid work strategy

The key to hybrid work success lies in thoughtful planning and execution. Start by understanding your employees’ preferences, reimagining your office space, and investing in the right tools to enable seamless collaboration and data-driven decision-making.

It’s time to make hybrid work a strategic advantage for your organization. Make hybrid work a breeze with Gable and unlock the full potential of your workplace for 2025 and beyond.

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