Should We Carry On With the Hybrid Working?

Author: Eugenija Steponkute
Published: 22/01/2024

Today’s article seeks to answer whether hybrid working is still relevant in post-pandemic work. We will be exploring how to figure out if you should maintain this working setup or go back to a traditional in-office 9-to-5.

The hybrid office is still a very new concept born out of necessity during the grey period in between global lockdowns. However, even with the pandemic over, many offices continue maintaining this set-up. Many sources claim switching to this model has improved their team’s efficiency, raised profits and had a positive impact on team morale. But as with everything, there is an opposing side too, who couldn’t wait to go back to the old normal. So, which one is it? Is hybrid worth continuing with?

Now, there is no definite answer that fits all. In this article, we won’t be trying to convince you one route is better than another. Instead, we will guide you to making this conclusion yourself. Different businesses operate best under different circumstances, and our goal is to help you determine what is optimal for you.

Is Hybrid Working Coming to an End?

The short answer is no. Hybrid working is the new default for many companies. In 2023, 83% of organisations in the UK had hybrid in place. And the percentage of companies planning to implement it suggests the number will grow.

In addition to that, it became a determining factor for potential employees. The number of those who will prioritise declining a job offer without hybrid working opportunities has grown from 4% to 9% in the past year. In other words, the figures suggest the future is hybrid.

Understand Your Team’s New Dynamics

But before you jump on the bandwagon and decide to make your company fully hybrid, there is something to consider. Your team. And whether this is truly the best solution for them. Chasing trends doesn’t guarantee you success. Understanding what your workers need from you to help them reach their peak performance, on the other hand, does. 

Start with the Whys 

As the first step, answer why you want to keep operating in hybrid or why are you second-guessing it. The work approach emerged out of necessity and many companies implemented it as a temporary solution before being allowed to fully return to the office. Now that you have a choice, you need to be realistic. Is this something that proved to be effective, or was the old way better? 

Another round of whys comes regarding your team. How do they feel about the status quo? Do they prefer working hybrid or are they in favour of coming back to the office full-time? Once again, you will need to dig deeper to understand why. This will allow you to identify gaps in both approaches and hopefully address them when you move forward with the decision you made. Remember, nothing good comes out of forcing your way onto your employees. But it brings great results if you change their mind by proving to them your way serves their interests. 

How Will it Affect Your Team?

Since we’ve started talking about the team, it’s important to emphasise that your workers are your most valuable asset. The decision to remain hybrid, go fully remote or return to the office will inevitably affect them. Was your current team formed before the pandemic or during it? If you’ve had the same people throughout, you have all the data you need to measure their performance working in different settings.

However, keep in mind their life circumstances might have changed, and their preferences shifted. If most of your employees were onboarded in the hybrid setting, chances are they wouldn’t be too keen to change the setup. But don’t make these assumptions based on your opinion and guesses alone. First, look at any related data you have. Then, talk to your workers. Ask them directly about how they feel about the existing work setup, whether they are happy with the communication measures in place and what areas would need improving. 

Practical Questions to Answer

Apart from thinking of your team’s comfort, you also need to consider how will you accommodate their day-to-day work in the hybrid setting. If you are looking to adopt it permanently, you need to do some long-term planning. 

What Setup Works Best for You?

Hybrid working entails a lot of flexibility and different variations. When talking about hybrid working, we don’t mean combining on-site and remote workforce only. The umbrella term also includes flexible hours, fully remote positions, pre-set days of attendance, and many other intricacies. Different teams will need different settings to bring out their potential, and determining yours is crucial for success. 

It will take time to find the optimal setup, so be prepared to experiment and set such expectations for the team too. The best place to begin is ensuring all workers are present during peak hours. We also recommend maximising attendance on less hectic days to have an environment for in-person meetings without eating into your employees’ time. But feel free to determine your own starting point: after all, it’s meant to work for you.

Do You Have the Right Tools?

One thing a hybrid workplace cannot run without is sufficient digital tools. Besides the self-explanatory digital meeting platforms that support both video and chat formats, there are many other solutions to consider. Your biggest and foremost priority should be building the bridge between remote and on-site workers. After all, the biggest challenge posed by the hybrid model is a gap in communication. 

While we cannot provide a precise list of software you will need (since each company has different needs), we are happy to toss some general ideas out. You certainly need a digital collaboration tool to have your teams work together independently of their location. A document sharing platform is a must-have for not just communication but also processes such as onboarding. We also highly recommend a time-tracking software as it allows you to compare your time spent against the results achieved, which brings great insights down the line. 

There is No Right Answer

As stated in the beginning, we won’t tell you which route you should take because only you know what is best for your company. Even if hybrid isn’t something you’re keen on, it doesn’t mean your business will fail in the future. 

Don’t Feel Pressured into Hybrid

With everyone harping on how great hybrid working is and what great results companies are achieving it’s easy to get the wrong impression. If the hybrid approach hasn’t worked out for you before, it doesn’t mean you’re lesser than or have done something wrong. There’s always a big chance it’s simply not the right setup for your business. Hybrid is a great work model, but not a universal one. 

At the end of the day, you decide what works for your company. Maybe your team never warmed up to it, or maybe you were never able to find the optimal setup. Whatever reasons you have for deciding to move away from hybrid working, they are valid. However, keep in mind that switching your working arrangement too often in order to figure out what’s clicking and what isn’t will reflect badly on your team. Changes take time to adjust, therefore implementing them often can seriously affect your team’s overall productivity and even cause frustration among your employees.


We strongly believe that the hybrid working model is a huge part of today’s work environment and it will remain as such. Many companies chose to adopt it as a permanent setup. However, it doesn’t mean it’s a status quo for everyone. To determine whether it’s a suitable approach for you, you need to first answer why are you having doubts in the first place. As well as why is your team keen on it or against it. At the end of the day, how it will affect your team and their day-to-day operation is one of the major criteria. 

A practical standpoint would be the next base to touch. An effective hybrid office will need to have a set of rules and boundaries to run smoothly. You will need to communicate to your workers how many days a week they are expected to attend in person, what are the timeframes for flexible hours and so on. On top of that, you need to ensure they have sufficient tools to support these working arrangements. So, should you remain committed to the hybrid?

The answer is yours. If you need further guidance, let us know.

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