From Cubicles to Flexibility: Mastering Hybrid Work Schedule 

Introduction: Hybrid Work Schedule  

Hybrid work has become the norm for most companies, with the flexibility it offers set to remain a defining aspect of the workplace for the foreseeable future. The widespread adoption of this model is not surprising; it’s rooted in tangible benefits. According to a recent report by Scoop in collaboration with BCG, companies granting employees flexibility in choosing their work location have outperformed their counterparts in revenue growth by an impressive 16 percentage points over the past three years. 

If your company is embarking on the hybrid journey, our comprehensive transition guide is here to assist you. As you navigate the landscape of hybrid work models, considering their advantages, disadvantages, and the technological requirements associated with each, our blog post provides valuable insights to guide your decision-making process. 

Yet, once you’ve decided on the hybrid work model that aligns with your company’s vision, the question remains: How can organizations efficiently manage the planning logistics inherent in this new way of working? This is precisely where hybrid work schedules play an important role. 

What is Hybrid Work Schedule? 

A hybrid work schedule defines when employees work remotely and when they are required to be physically present in the office. This approach aligns the unique needs of each employee with the overarching goals of the company. By blending remote and on-site work, a hybrid schedule aims to enhance productivity, foster collaboration, and promote a healthier work-life balance. 

Four Types of Hybrid Work Schedules 

There are various types of hybrid work schedules and the prominent four models are illustrated below. 

01 Split Schedule Hybrid: 

In the Split Schedule Hybrid, employees are expected to be in office on a minimum number of days in a week or a month while working remotely the other days. The schedule maybe set by the company or a team basis the type of work and need for collaboration. 

This approach offers a well-balanced blend of face-to-face interactions and the flexibility of remote work.
It accommodates diverse work preferences and helps employees manage their schedules for optimal productivity and work-life balance. 

Coordinating space and facility services poses a challenge within this model. The fluctuating occupancy, with some days experiencing low numbers and others high, can be addressed by leveraging the scheduling module in workplace applications. 

Example: A team or company can ask employees to choose 3/2 model which means they can come to office on any 3 days of the week and work remotely the other 2 days. Similarly there can be a 2/3 model, 4/1 model and so on. The Split Schedule model can be applied on a monthly basis as well by companies. 

2. Company-Driven Hybrid: 

The Company-Driven Hybrid model is characterized by a centrally defined schedule set by the organization. Specific days or times are designated for in-office and remote work, aligning with the company’s overall strategy and goals. Leadership can decide this to be followed by team or as a blanket mandate. 

This structured (centrally defined schedule – set by the organization) approach ensures consistency across the entire organization. Assigning specific days or times for in-office work and remote work facilitates streamlined planning and brings predictability to operations. Given that all the employees are in office on the same days, it also enhances the collaboration between them.

While providing a clear framework, this model may limit individual flexibility. Some employees may find it challenging to adapt to the predetermined schedule, potentially impacting work-life balance. It could lead to suboptimal arrangements for teams or members who would like more in-office or uninterrupted remote work. Inconsistent real state usage may result in cost inefficiencies. 

Example: A company might mandate that all employees work in the office on Mondays and Fridays, with the middle of the week reserved for remote work to facilitate concentrated project efforts. 

3. Team-Driven Hybrid: 

The Team-Driven Hybrid model grants autonomy to individual teams or departments within the organization to set their hybrid work schedules. Teams collaboratively decide on when to work in the office and when to work remotely based on their unique project requirements,  collaboration needs and dynamics. 

This model empowers teams to tailor their schedules to their specific needs and cultivates a sense of ownership and collaboration within the team. It recognizes that different teams may have varied preferences and requirements. 

Coordinating schedules across different teams may introduce challenges, and consistency across the organization might be harder to maintain. In this scenario, effective communication becomes essential to avoid potential conflicts. 

Example: The marketing team may decide to work in the office on Mondays and Wednesdays for brainstorming sessions, while the development team chooses remote work on those days for focused coding tasks. 

4. Hybrid at Will: 

The Hybrid at Will model provides employees with the maximum level of flexibility. It allows individuals to choose their work location without a predefined schedule, giving them the freedom to decide where they can be most productive. 

This approach acknowledges and respects individual working styles and preferences.
It promotes a culture of trust and autonomy, allowing employees to adapt their work environment to suit their needs.

Effective communication becomes critical to ensure coordination among team members, and team cohesion may require additional effort. It may also pose challenges in terms of cultural imbibement – especially amongst new employees. 

Example: Employees have the freedom to choose between working in the office or remotely based on their daily responsibilities, personal preferences, or the nature of their tasks, without adhering to a set schedule. 

How to Implement Right Hybrid Work Schedule for your Company? 

As expected, there isn’t a one-size-fits-all schedule. Each company or department needs to identify a suitable model aligned with its business objectives. The following steps guide organizations in creating a framework to select the right hybrid work schedule. 

1. Understand your organizational needs 

Align the hybrid work schedule with your company’s overall goals and strategies. Ensure that the chosen model supports your vision and long-term objectives. 

2. Survey employees and teams for their preferences 

Seek input from your employees and teams regarding their preferences for in-office and remote work. Understanding their needs and expectations is crucial for creating a schedule that accommodates a diverse workforce, which has varied needs around focused work and collaboration. 

3. Identify right mix between organizational needs and employee preferences 

Make sure the chosen model aligns with your company’s goals, considers employee needs, and complies with legal requirements related to remote work. Assess collaboration requirements and promote inclusivity to accommodate the varied dynamics within teams. 

4. Get right tools and technology 

In the context of hybrid work, it’s essential to employ tools and technology to streamline office scheduling for employees, managers, and organizations. These tools aid in space planning and workplace allocations, aligning with departmental needs and enabling the configuration of fixed or flexible seats based on individual work schedules. Intuitive scheduling plays a crucial role in the hybrid work model, allowing employees to plan their in-office days in advance within the chosen framework. A unified workplace app like DB Spazio proves invaluable in facilitating effective scheduling, workspace resource reservation, and access to amenities, ensuring a seamless experience for employees. Furthermore, this tool is indispensable for the facilities team, assisting in identifying occupancy patterns and planning facility services based on anticipated attendance. 

5. Adapt and Iterate 

Recognize that the chosen hybrid work schedule may need adjustments over time. Stay open to feedback, monitor its effectiveness, and be willing to adapt and iterate based on evolving organizational needs. 

By carefully considering these factors and involving key stakeholders in the decision-making process, you can choose a hybrid work schedule that enhances productivity, supports employee well-being, and aligns with the unique dynamics of your organization. 

Benefits of Hybrid Work Schedules 

  • Improved Collaboration: 
    Hybrid work schedules foster improved collaboration by providing a balanced mix of in-person and remote work. In-person interactions enhance team bonding, creativity, and effective communication, while remote work allows for focused individual tasks. This dual approach creates a collaborative environment that combines the best of both worlds. 
  • Increased Productivity: 
    Hybrid work models often result in increased productivity as employees can tailor their work environments to suit their preferences and tasks. The flexibility to choose between remote and in-office work allows individuals to optimize their workflow, leading to enhanced efficiency and output. A Gallup study suggests 51% respondents saw increase in productivity due to hybrid work arrangements. 
  • Better Talent Attraction and Retention: 
    Offering a hybrid work schedule is a powerful tool for attracting and retaining top talent. Another Gallup study suggests that 9 in 10 employees prefer some degree of long-term remote flexibility as part of their work schedule. It reflects a commitment to work-life balance and acknowledges the diverse needs of employees. In a competitive job market, companies that provide flexibility in work arrangements are more likely to attract and retain skilled professionals. 
  • Cost Savings: 
    Adopting a hybrid work schedule can lead to significant cost savings for both employees and employers. Reduced commuting expenses, lower overhead costs associated with office space, and a potential decrease in employee attrition contribute to overall financial benefits for the organization. You can find your own cost savings using this ROI calculator
  • Empowerment: 
    Hybrid work schedules empower employees by providing them with the autonomy to choose where they work best. This sense of empowerment can lead to increased job satisfaction, higher morale, and a more engaged workforce. When employees have a say in their work arrangements, they are more likely to feel valued and motivated. 


Adopting hybrid work schedules is a game-changer for the modern workplace. It combines better collaboration, increased productivity, and improved talent management with cost savings. By blending the strengths of in-person and remote work, we create a workplace that excels, and stays ahead in an ever-changing landscape. As organizations consider embracing hybrid work, it is essential to recognize the individuality of company needs, team dynamics, and employee preferences. Choosing the most suitable model accordingly ensures a seamless hybrid workplace that thrives. 

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