What is hybrid working?
Hybrid working is a flexible approach that allows employees to split their time between remote locations and a central workplace. It aims to combine the best of both worlds, supporting collaboration and interpersonal connections while also offering independence and an improved work-life balance.
There are many different hybrid working models that show how businesses can adapt this setup to suit their goals. Some companies opt for rigid structures with fixed in-office days, while others choose a fully flexible approach and let employees decide what works best for them. The key is finding a balance that meets both operational needs and employee expectations. Successful hybrid working examples show that it’s not just about where people work, but how they stay connected, productive and engaged.
What are the benefits of a hybrid working model?
A hybrid working model can offer real advantages for SMEs, helping them to compete with larger organisations while offering a better experience for employees. Let’s explore some of the positive outcomes of choosing a hybrid approach to working.
Unlocks more talent
Offering flexibility makes roles more attractive to a wider range of candidates, including those who live farther away, have caring responsibilities, or need more flexible schedules. It’s an effective way to enhance your recruitment techniques and open doors to talent that would overlook a fully office-based role.
Increases job satisfaction
Employees who can choose where and how they work often feel more trusted and empowered within their roles. This can lead to higher morale and a greater sense of ownership of their work, boosting employee satisfaction. When people feel like their needs are considered, they tend to feel a stronger sense of loyalty to the business, making them more likely to stay and keeping your recruitment costs down.
Boosts productivity
Many employees thrive in a hybrid setting, as they have greater control over their environment and fewer distractions. Additionally, the time saved on commuting often translates into better focus and higher output, supporting employee productivity without additional pressure or stress.
Reduces employee burnout
When people have more control over their schedules, they can manage their workload more effectively and build in downtime when needed. This helps to reduce stress and supports better mental health, ultimately reducing absenteeism and unplanned time off.
Keeps business costs down
A well-managed hybrid working model supports expense management while still providing access to a physical workspace when needed. Having fewer people on the premises every day can lead to lower overheads, including utilities, consumable supplies and even office space. SMEs in particular can benefit from this scalability, as it allows them to adjust resources as their needs change.
8 hybrid working examples for SMEs
Hybrid working doesn’t have to be all or nothing. The beauty of it lies in its flexibility – and there’s no shortage of ways to tailor it to your team. Here are eight hybrid working model examples that SMEs can use to strike the right balance between remote work and in-office collaboration.
1. Remote-first hybrid working
A remote-first setup puts flexibility front and centre. Employees are under no obligation to attend the office but they can drop in when it suits them, whether for meetings, social events or a change of scenery. In this model, the office becomes more of a support hub than a requirement.
A remote-first approach suits businesses that want to reduce overheads or attract a wider talent pool. It gives employees complete autonomy, which can be empowering, but also requires strong communication practices and clear expectations to avoid disconnect or confusion. For some, the lack of regular in-person contact might feel isolating, so it helps to build in virtual touchpoints to keep people engaged.
2. Onsite-first hybrid working
With this model, the default is working onsite, and remote working is the exception rather than the norm. It typically involves coming in most days, with occasional permission to work from home.
Onsite-first works well for businesses where face-to-face collaboration is key, or where client interaction is frequent. It also offers a smoother transition for teams that are used to traditional working patterns, making it a good choice if you’re implementing hybrid working for the first time. However, it may feel too rigid for employees who value flexibility, and could put you at a disadvantage when recruiting candidates who are looking for more freedom in how they work.
3. Core office hours
Core hours mean that everyone is expected to be available and working during a specific window each day, such as from 10am to 3pm, while the rest of their working time is flexible. This model focuses on aligning schedules for meetings and teamwork, without restricting how the rest of the day is structured.
This hybrid working model offers a great middle ground by providing enough structure to support collaboration, but enough flexibility to let people work when they’re most productive. However, it’s important to clearly define expectations around availability and responsiveness outside of these core hours so employees might feel like they have to be always on.
4. Fixed weekly onsite days
This model sets specific days each week, such as every Monday and Friday, when everyone must attend work in person, with the remaining days being remote. It provides predictability and ensures that teams get some consistent face time.
Having guaranteed days together can help with team culture and planning, especially for meetings or collaborative work. That said, rigid schedules can feel restrictive for employees who might have personal obligations or logistical challenges on those specific days. It’s important to stay open to feedback and adjust as needed if it’s not working for everyone.
5. Split schedule
With a split schedule, employees are asked to spend a certain number of days, usually two or three, onsite each week, but they can choose which ones. It sets clear expectations while offering employees the freedom to design their own working routine.
This hybrid working model example is a solid option for maintaining office culture while offering flexibility. However, it requires coordination and compromise to avoid empty desks and missed connections between teams. Split schedules work best when people actively communicate about their chosen schedules and take other people’s availability into consideration.
6. Alternating weeks
In this model, employees rotate between working onsite for one week and remotely the next. The routine is predictable and everyone follows the same pattern, so it’s easy for employers to manage and employees to follow.
This approach is great for creating rhythm and supporting both focus time and collaboration. The regular alternation helps prevent isolation while still offering significant remote flexibility. However, it can be disruptive to employees who prefer a more consistent working pattern, and onboarding new staff can be tricky if they only get face time every other week.
7. Onsite one week per month
This model allows remote work most of the time, but requires all staff to come in during one designated week each month. This time is often used for team meetings, strategy sessions or training to inform the next period of autonomous work.
This hybrid working example is a good approach for supporting long-distance hires by providing space for meaningful in-person interaction while enabling longer periods of time without them having to commute. It’s also ideal for businesses that want to maintain a sense of unity without full-time workplace costs.
8. Full autonomy
This is the most flexible of all hybrid working setups. Employees can work from home, the office, a café or anywhere, whenever they choose. There are no set days or hours unless agreed individually.
Giving employees full control builds strong trust and often results in high levels of employee satisfaction. It also appeals to self-starters and senior staff who know how they work best. On the flip side, it can be harder to manage team cohesion and workload visibility. It requires strong leadership, clear communication tools, and a shared commitment to keeping everyone in the loop.
Which hybrid working model is right for my business?
Choosing the right hybrid model means matching your operations with your team’s needs to create an environment that supports both productivity and wellbeing. We’ve put together some tips to narrow down these hybrid work model examples and find the right fit for your business.
Ask your employees
The people living the hybrid reality every day are your best source of insights, so make sure to involve them in the decision-making process. An employee satisfaction survey or focus group can help you to understand what they need, what’s working, and what needs improving. The more you listen, the more likely you are to land on a model that people actually embrace.
Weigh up the pros and cons
Each hybrid working model comes with its own set of trade-offs. Will remote-first limit your team bonding? Will fixed office days make flexibility harder for working parents? Think about how each option aligns with your goals, values and existing workflows, as well as the needs and responsibilities of your employees outside of work. A hybrid strategy should solve problems, not create new ones, so take the time to map out possible outcomes before diving in.
Stay fair and compliant
Any changes to working patterns need to be reflected in contracts and follow employment law, including working hours, data protection, and health and safety responsibilities. Make sure your hybrid working approach complies with HR compliance requirements and doesn’t unintentionally create inequalities by giving more flexibility to some teams than others without clear justification.
Make sure it’s the right fit
Not every role can be done remotely. If someone needs to use specialist equipment, interact with customers or handle sensitive information, hybrid working might not be practical. It’s important to be realistic about the roles within your business and apply flexibility in a way that still gets the job done effectively.
Support hybrid working with PeopleHR
A successful hybrid working model can help your SME to attract talent, retain staff and operate more efficiently. Whether you’re embracing remote-first flexibility or opting for structured in-office days, there’s an approach to suit most roles and scenarios. However, communication and effective coordination are key to creating a successful hybrid working environment, and the right tools can make or break your efforts.
Our specialised HR software can help you to manage your hybrid workforce smoothly by empowering managers, HR teams and employees to take care of time tracking, staff communication and performance management from anywhere. If you're ready to streamline hybrid working in your business, book a demo or contact our team to learn more about how we can support you.
