13 examples of hybrid working: how to succeed with a mix of office and remote working

In recent years, hybrid working has become increasingly important and established itself as the ‘new normal’ in many companies. Instead of working in just one fixed location, the hybrid working model gives employees the freedom to flexibly distribute their working hours between the office and their home. This approach has already proven successful in many companies and, in addition to improving the work-life balance, often also increases the productivity and satisfaction of individual employees. But what exactly can hybrid working look like? Here are 13 proven examples of how hybrid working models can be successfully implemented in companies.

Example 1: Fixed office and home working days

A simple and effective model for organising hybrid work is to have fixed office and home working days. For example, the team could always meet in the office on Tuesdays and Thursdays, while Mondays, Wednesdays and Fridays are spent working remotely. This structure gives employees a clear sense of direction and planning security. Teams benefit from regular meetings where they work together on strategic tasks, while on remote working days they can concentrate on individual projects.

Advantages:

• Clear structure and planning for employees
• Regular team meetings foster cohesion
• Minimises the number of workstations needed in the office

Disadvantages:

• Less flexibility for employees who are tied to certain days
• Not all tasks are always suited to the specified office or remote days
• Could lead to restrictions in the case of personal obligations (e.g. childcare)

Example 2: Flexible office hours for joint projects

Some companies are making their office hours extremely flexible and adapting them to project-based requirements or measures. For example, employees could

only come to the office for important meetings, creative processes or project-related planning. This flexibility allows the team to focus on specific tasks and exchange ideas in person as needed without losing the flexibility of remote working.

Pros:

• Offers flexibility and adapts to project needs
• Promotes efficient collaboration on important projects
• Employees
• can better align their working hours with their needs

Cons:

• Can be challenging for planning resources and rooms
• Requires accurate communication and coordination
• Less structure, which can be confusing for some employees

Example 3: Work-from-anywhere days

‘Work-from-anywhere‘ days give employees maximum freedom in choosing their place of work. On these days, they can work not only from home but also from a café, from abroad or even outside. This freedom strengthens employees’ trust in the company structure and can foster new inspiration and creativity – especially in professions that are not tied to specific work environments.

Advantages:

• Maximum freedom in choosing the place of work
  
• Promotes creativity and inspiration through change of location
• Strengthens trust between company and employees

Disadvantages:

• Difficult to control and monitor work performance
• Security risks, especially with sensitive data (e.g. in cafés or public places)
• Can lead to isolation if there are no regular meetings

Example 4: Shared workplaces (desk sharing)

Desk sharing or ‘hot desking’ is a model that is often used in hybrid work structures. There are no longer fixed desks; instead, employees sit down

at free seats as needed. This model not only saves costs for office space, but also promotes interaction between employees from different departments. Companies can thus react more flexibly to actual office presence and make optimal use of office space. Software solutions, such as those from Pult, help to implement desk sharing quickly and easily on a technical level.

Advantages:

• Reduces costs for office space and equipment
• Promotes interdisciplinary collaboration by changing seating neighbours
• Supports flexibility and a dynamic workplace culture

Disadvantages:

• Some employees find the lack of a fixed workplace disruptive
• Requires additional organisation and logistics for space allocation
  
• Personal belongings can be difficult to accommodate

Example 5: Virtual coffee breaks and team events

Since personal interaction often falls short in hybrid working, many companies offer virtual coffee breaks or so-called ‘virtual happy hours’. These breaks not only serve the purpose of informal exchange, but also promote team cohesion. In addition, regular digital team events help to maintain contact between colleagues and strengthen the sense of community.

Advantages:

• Promotes social bonding and team spirit
• Creates breaks and variety in the remote workday
• Low costs compared to physical meetings

Disadvantages:

• Virtual interactions do not completely replace personal contacts
• Can be perceived as an additional burden for employees
• with many meetings
• Requires a certain level of voluntary participation to be effective

Example 6: Presence for creative team meetings

Personal collaboration can be valuable for creative or strategic tasks. In hybrid models, it is therefore common for teams to come to the office for brainstorming sessions or creative workshops. In the creative atmosphere of the shared space, ideas often develop faster and more intensively than via virtual tools. The hybrid model makes it possible to carry out operational tasks remotely and creative processes in person.

Advantages:

• More intensive collaboration in creative processes
• Faster exchange of ideas and spontaneous feedback
  
• Promotes team building and trust through personal encounters

Disadvantages:

• Additional travel time and costs for employees
• who live far away
• Planning effort for space and times
• Creative processes can also work well remotely, depending on the team

Example 7: Office days for customer meetings and presentations

Customer meetings and presentations can be conducted more efficiently in the office, especially if a professional environment is desired. For such occasions as the presentation of new projects or intensive contract negotiations, it can be helpful to be on site. Direct contact and a personal atmosphere often create a stronger bond and make it possible to quickly respond to customer questions or concerns.

Advantages:

• Professional environment for important customer appointments
• Higher probability of success through personal contact
  
• Enables quick responses to customer feedback

Disadvantages:

• Higher demands on availability in the office for certain employees
• May
• incur additional costs for customers outside the region
• Not all customer meetings actually require presence

Example 8: Regional hubs instead of a main office

Some companies rely on regional ‘hubs’ or smaller office centres instead of a central main office. This allows employees who live outside the city to use an office nearby without having to accept long commuting times. This decentralised structure simplifies organisation and strengthens ties to the company, especially in large companies with distributed teams.

Advantages:

• Reduces commuting times and costs for employees
  
• Creates local networking opportunities and strengthens regional teams
• Saves costs for a large main office

Disadvantages:

• Higher administrative and operating costs for multiple offices
• Potentially less team cohesion across regional hubs
• Logistical challenges for events with multiple hubs

Example 9: Hybrid team events and workshops

Team events and workshops are increasingly being designed as hybrid events. This allows both on-site and remote employees to participate. For example, internal training or strategy workshops could be held via hybrid platforms where interactive tools such as whiteboards and breakout rooms enable dynamic collaboration.

Advantages:

• Offers flexibility and participation options for remote team members
• Increases participation through hybrid participation options
• Combination of personal contact and digital tools for maximum interaction

Disadvantages:

• Requires technical equipment and organisational effort
  
• Complexity for moderators and coordinators
• Onsite and remote participants may have different experiences

Example 10: Office on Demand for ad hoc meetings

The Office on Demand model allows employees to book office space only when needed. This enables teams to spontaneously gather in the office for meetings or project discussions. This flexibility is particularly helpful for project teams that work together more intensively at certain times and otherwise work independently from each other remotely.

Advantages:

• Provides flexibility and efficiency for project-related meetings
• Reduces unused office space and saves costs
• Employees
• decide for themselves when to come into the office

Disadvantages:

• Potential shortage of workstations if many people want to come to the office at the same time
• Requires a system for booking and managing office resources
• Can make it difficult to make spontaneous decisions about presence if all seats are occupied
  

Example 11: Flexibility for parents and caregivers

Hybrid working allows employees with caregiving responsibilities to better organise their work. For example, parents can schedule their remote days around school and daycare hours, or choose flexible start times to meet their families' needs. Organisations that support hybrid work demonstrate flexibility and help employees balance work and family life.

Pros:

• Helps employees balance work and family life
  
• Reduces stress and increases satisfaction among affected employees
• Creates a family-friendly work environment, which strengthens employee loyalty

Disadvantages:

• Possible difficulties in coordinating team meetings and assigning tasks
• Risk of overload due to flexible but demanding working hours
• Employees without care responsibilities may feel disadvantaged

Example 12: Team retreats for better collaboration and motivation

Regular team retreats or workations provide an opportunity to strengthen team cohesion and experience working together in a new place. Such meetings, often organised in an inspiring location, promote exchange and provide an ideal opportunity to reinforce the company's culture and values. Employees feel motivated and see the company as innovative and employee-oriented.

Advantages:

• Promotes team cohesion and strengthens trust
  
• Varied work environment stimulates creativity and motivation
• Opportunity to live the corporate culture outside of the daily work routine

Disadvantages:

• High costs and logistical effort, especially for remote employees
• Requires time for organisation and planning
• Individual employees may feel excluded from group activities

Example 13: Daily updates via video or chat

A simple but effective way to stay on top of things in a hybrid work environment is to have daily check-ins via video or chat. These short updates help teams plan their day, assign tasks and ensure everyone is up to date. These check-ins create a sense of structure and accountability without the need for daily physical contact.

Advantages:

• Regular updates promote close collaboration
  
• Faster adaptation to changing tasks and priorities
• Clear communication and transparency for the whole team

Disadvantages:

• Additional time investment, which can add up over time
• Risk of ‘meeting fatigue’, especially with daily recurring appointments
• Daily updates may seem redundant for some tasks

Conclusion

Hybrid working offers companies and employees new ways to work more productively and flexibly. The examples above show that hybrid work is not just a mix of home office and office presence, but represents a new way of working together that can be customised. If companies develop clear guidelines and promote hybrid structures, they can create a work culture that increases both employee productivity and satisfaction. Ultimately, both companies and employees benefit from the flexibility and adaptability that hybrid working models enable.