Comparison of Hybrid & Remote Formats, Their Pros and Cons + Checklist for Choosing The Appropriate Format

After the pandemic, it turned out that all office workers really need to get the job done is a laptop and an internet connection. Companies no longer have to maintain huge offices with a desk for everyone. And employees don’t need to waste time commuting to work five days a week. The traditional office setup has shifted to remote hybrid models.

The definition of “hybrid remote work” is not only hybrid or only remote work. In general, it is something in between, which incorporates the features of each of the two formats of work. In this article, we will consider all the subtleties, pros and cons of both models. This will help you better understand what remote hybrid work is.

Hybrid work approach: Definition, Pros, and Cons

A hybrid model is when some days employees work remotely, such as at home or in a coffee shop, and some days they work from the office. As a rule, the number of days spent at home and in the office is fixed or varies from week to week. 

So, with a five-day work week, the options usually boil down to 1+4 or 2+3. Most employers lean toward a 3 days in-office and 2 days from home arrangement. This is common in industries such as finance, technology and professional services.

👉 How a hybrid work looks like in real life
Nina is a content manager, handling the company’s social media. Four days a week, she works from home — editing and posting videos, touching up photos, writing posts and articles, and sharing them across different platforms. One day a week, she goes into the office to shoot photos and videos, discuss the content plan with her manager, and catch up with colleagues. She feels autonomous — able to hit the dentist on a Monday afternoon or go for a run on a Wednesday evening. At the same time, Nina is still part of the team, staying connected and even making friends with her coworkers.

In remote hybrid definition, the hybrid model provides flexibility and control. It combines the best of both worlds, allowing employees to work from anywhere but still be present in the office when needed.

But in these flexible designs, it often happens that flexibility turns into chaos. For example, with a hybrid schedule, employees work at different times and from different locations, making it difficult to schedule meetings and coordinate teamwork. Finding a time that's convenient for everyone and ensuring the right employees are available can be a challenge.

Address coordination complexities and employee self-organization up front. Specialized office management software can help. With it, every trip to the office becomes something long-awaited and very productive.

It can't be otherwise — it's great when employees can choose a seat next to a work buddy in advance or quickly receive a response to a necessary request, instead of waiting several weeks for a response to an urgent task from a colleague. This will energize colleagues and motivate them to complete tasks at the right level and within the set deadlines.

Let’s dive into some more pros and cons of the hybrid in a remote hybrid approach.

✅ Pros of the hybrid approach

1. Flexible schedule, best of both worlds: employees split their time between the office and working from anywhere in the world, which helps them manage their schedules better. The office is perfect for meeting colleagues and managers, holding stand-ups, and wrapping up projects.

2. Work-Life balance: employees skip the long commutes and spend more time with family and kids. This leads to a healthier balance between work and personal life.

3. Talent competition: a hybrid model that combines home and office work attracts and retains top talent. It’s a huge advantage over companies that stick to the five-day office grind in the race for skilled professionals.

4. Cost savings on office space: with employees in the office on different days, there’s no need for individual desks. Office size no longer depends on headcount, which helps companies cut down on rent and maintenance costs. It creates a flexible workspace with shared desks used by different people on different days.

5. Employee loyalty and reduced turnover: studies (not by British scientists) show that this format boosts satisfaction and cuts turnover by a third. Employees are more satisfied with their work, life, and the balance between the two.

❌ Cons of the hybrid approach

Risk of data leaks: working from different locations and on various devices, including personal ones, increases the risk of data breaches. 

Extra precautions are needed: companies might provide employees with company laptops preloaded with security software, install security programs on personal devices, or include data breach clauses in contracts outlining the consequences.

Increased costs for tech equipment: providing employees with the gear they need to work from home can drive up costs. Spending on cybersecurity and digital office solutions will also rise.

Geographical limitation: companies might only be able to hire in regions where they have physical offices.

Device syncing issues: if an employee uses different devices at home and in the office, and the syncing isn't set up properly (or at all), it can cause work disruptions.

Management challenges: in the same study, managers didn't feel any more satisfied — it was just as tough for them.

✍️ Hybrid in a remote hybrid approach work isn’t just a temporary model or a quick fix — it’s the future of the job market. It reduces turnover and boosts employee loyalty. Special software lets you book desks and meeting rooms ahead of time for your office days.

Remote work approach: what it is, pros and cons

With remote work in a remote hybrid approach, it doesn’t matter where you’re based — whether you’re working from your apartment in Novosibirsk or chilling by the Persian Gulf in Dubai.

In the definition of hybrid remote work, the remote model provides maximum freedom and adaptability. Employees have the flexibility to choose their ideal workspace, whether it’s at home, in a coworking space, or while traveling, without the constraints of a physical office. This model allows workers to manage their own schedules, fostering a greater sense of work-life balance.

With the appropriate digital tools, remote work becomes highly organized and effective. Video conferencing, cloud-based file sharing, and task management systems ensure smooth collaboration and efficient workflow, helping teams stay connected and productive regardless of their location.

Let’s examine some more pros and cons of adopting a remote strategy within the remote hybrid framework.

✅ Pros of the hybrid approach

Flexible schedule: all work tasks get done without being physically present in an office, often without an office at all. This setup is super convenient and comfortable for many employees — they don’t have to waste time commuting.

Work-Life balance: workers no longer need to wake up early or spend time commuting. They have more control over their schedules, spend more time with family and kids, and pursue hobbies, all of which boosts their overall well-being.

Talent competition: top professionals want to work for the best companies while staying free and autonomous. The company that offers such a work wins in this race. The chance to work from any city in any country attracts talented people from all over the world.

Cost savings: companies don’t need an office at all, which means they save on rent and upkeep. Some might keep a central office, but its size doesn’t depend on employee count — a company with 1,000 remote workers might just need a small office for the CEO and accountant. Employees also save on commuting, lunches, and office attire.

Inclusive office: remote work is ideal for employees with hearing, speech, or mobility limitations.

Travel opportunities: remote workers can work from anywhere in the world, allowing them to move between countries, experiencing different climates, cultures, and communities. But if the workload is heavy, seeing anything beyond your laptop screen might be a challenge.

❌ Cons of the hybrid approach

Risk of data leaks: same as with the hybrid model.

Increased costs for tech equipment: not all companies hiring employees provide them with the necessary gear. But if they do, expenses go up for laptops, digital security, and, if needed, a virtual office setup.

Expenses for e-document management: electronic document management (EDM) is a must. Contracts, work completion certificates, and invoices signed with an electronic signature carry the same legal weight as paper documents.

Communication and collaboration challenges: face-to-face interaction with colleagues and the team is missing, which can complicate workflows.

Management challenges: managers see employees at least a few days a week. With fully remote employees, the only interaction is through video calls. Such workers need to be independent, disciplined, and highly self-organized.

Not suitable for all professions: surgeons, factory workers, vets on livestock farms, and store clerks — some jobs just can’t be done online.

Remote Hybrid Work: A comparison of Remote and Hybrid Work approaches

Since both formats involve remote work, we won’t dwell on the similar perks:

• flexible schedules;
• saving on office costs;
• better work-life balance;
• higher employee loyalty;
• competitiveness in attracting top talent.

So, here’s how it breaks down:

Let’s also skip comparing the similar downsides:

• higher costs for tech and software;
• risk of data breaches;
• management challenges.

Here’s what we get:

The conclusion is this: if your business requires face-to-face interaction, choose a hybrid model. For tasks that you can handle alone, regardless of location, remote work is fine.

But what if you combine the two approaches: remote and hybrid? Let's find out ⬇️

Why combine hybrid and remote work?

Aside from hybrid and remote work setups, there’s also something called a hybrid-remote format. In this setup, employees mostly work remotely but occasionally come into the office. For example, they might work from home four days a week and come into the office on the fifth.

The hybrid-remote setup is great because it lets companies save on office rent without losing control over their employees. When needed, the whole team can gather in the office for things like brainstorming sessions or meetings. This way, the team can align their actions, and the manager can keep an eye on everyone’s productivity.

Here’s how the hybrid-remote format impacts a company:

• The company spends less on office rent.
• Employees are more productive because they feel freer.
• The organization can hire talent from anywhere, so they can snag some top-notch pros from other cities.
• Corporate culture shines brighter: in-person meetings still happen, and the team stays tight.

The hybrid-remote work format is perfect for companies that thrive on personal meetings and brainstorming sessions, like IT firms, creative agencies, and marketing or PR companies. It benefits both the company and the staff:

• The company saves money on rent and gets more motivated employees.
• The staff is more productive, burns out less often, and feels more satisfied with their job.

Mixing hybrid and remote work makes sense when going fully remote feels too extreme, and a standard hybrid setup starts becoming a hassle for employees. For example, if a company is bringing in new team members and wants to hire pros from other cities, but isn’t ready to go fully remote, and those employees don’t want to relocate. That’s when the hybrid-remote setup becomes the perfect compromise for both the company and the staff.

✍️ The hybrid-remote format is an ideal middle ground for organizations that haven’t yet tried remote work and want to test how well it fits into their corporate culture in a safe environment.

Find out if hybrid-remote work is right for your company

We’ve put together a checklist with key questions. Go through it to see if the hybrid-remote work format is a good fit for your company or if it’s too early to introduce it.

Nature of Work:

• Which tasks in your company absolutely require being in the office?
• Can most tasks be done remotely without sacrificing quality?

Technological Readiness:

• Are your employees equipped with the necessary tools and access to corporate resources for remote work?
• How stable and secure is your IT infrastructure for supporting a distributed team?

Communication and Management:

• How effective is your current communication and collaboration system in a distributed setup?
• Are your managers ready to lead remote teams? Do they have the necessary experience and skills?

Corporate Culture:

• How will you maintain corporate culture and team spirit with remote work?
• What events and processes can you organize to keep personal connections between employees?

Productivity and Motivation:

• How will employee productivity be tracked when working remotely?
• Is your company ready to offer flexible work conditions to boost employee motivation and satisfaction?

Legal and HR Considerations:

• Do your employment contracts and company policies align with a hybrid-remote format?
• Are there plans to adapt and support new hires as they integrate into the team remotely?

Economic Viability:

• Will the costs of maintaining office space decrease, and what new expenses (e.g., IT or cybersecurity) might arise?
• Will the benefits of flexibility and expanded hiring geography outweigh potential costs?

Employee Readiness:

• What do your employees think about the hybrid-remote format? Are they ready to work this way?
• Have there been internal surveys or discussions to identify employee preferences and needs?