The Four Office Schedules that Will Provide Hybrid Work

January 28th, 2022 • 10 min read
Blog Hybrid Work The Four Office Schedules that Will Provide Hybrid Work
Blog Hybrid Work The Four Office Schedules that Will Provide Hybrid Work

The proper development of hybrid work in any company requires following certain rules that allow the employed men and women to perform well. Today, employers are concerned about the way their staff members are engaged in their employment practices. It's critical to develop effective office schemes that can help teams succeed in their daily business activities. Four tools are represented for entities that promote hybrid environments as the key HR management strategy. They are cohort schedules, staggered schemes, and two types of custom timetables: the one developed by managers and the other one offered by human resources. The major goal is to organize a work schedule that ensures workplace flexibility and productivity.   

Ask Yourself the Key Questions!

It's difficult to choose the best time arrangement option. Any changes in the established planning affect team performance. Ask certain questions before making a final decision!

What Number of People Is Safe to Have in the Office?

There's a need to identify the number of individuals who will perform both from home and in offices. This data depends on the pandemic rate in your region. The increase in COVID-19 cases poses a certain threat to business operations. The quantity of employees who perform on-site should be minimal. The decrease in the office workforce contributes to the outbreak's end.

What Kind of People or Departments Should be Called into the Office for Effective Work?

In many enterprises, the direct duties and responsibilities of certain team members and departments require their on-site presence, along with others. It's critical to collaborate with leaders to learn more about their followers and create a healthy operational environment. The more useful information about human resources, the better their productive capacity!

Is the Selected Work Schedule Effective to Foster Employee Motivation for Hybrid Work?

The chosen program should address the personal needs, professional demands, and individual preferences of workforce. A highly motivated laborer is the founder of fruitful activity supported by a hybrid schedule. Everyone can adjust to the newly developed program and demonstrate increased performance. Research shows that the majority of individuals (52%) have a great desire to perform on-site only a couple of days a week. Among the rest of the interviewed (48%), some human resources (29%) agree to continue operating on a full-time basis in their office areas, while others (19%) want to spend their business hours at home and avoid transportation costs.

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Types of Schedules

Organizations should acknowledge the advantages and disadvantages of each option before introducing it into practice, as four types of schedule for hybrid companies are different.

Cohort Schedules

Many employers choose cohort schemes for their workforce because this type of working time system is appropriate for their HR management strategy. It requires workers to go to their offices every few days or weeks. They may be present on-site on Mondays and Wednesdays, and on other weekdays, they may be employed remotely. Another alternative is to project busy days on a weekly basis. Employed men and women are divided into two groups. The first group operates from home the first and third weeks of the month, and the second group functions distantly the second and fourth weeks.


  • It's easy to predict how many individuals will come to the workplace.
  • It doesn't require conducting complicated time arrangement calculations.
  • Every person enjoys equal rights in terms of their workspace accessibility.


  • Cohort schemes fail to guarantee a high level of flexibility.
  • There's no opportunity to promote collaboration at all organizational levels.

Staggered Schedules

A staggered schedule focuses on the planning of arrival times to avoid overcrowding in the enclosed spaces. Workers start and finish their jobs at varying periods.


  • It's possible to determine the approximate quantity of employees in offices.
  • The use of time investment practices helps to understand how to distribute the necessary assignments among participants.
  • Workers have equal access to job stations, although there are inconsistencies in the in-office job division. 


  • Poor job flexibility leads to reduced personnel satisfaction.
  • It's possible to foster collaborative efforts among on-site employees, although the time for successful sessions and reports is insufficient.

Custom Schedules

This hybrid schedule is highly flexible, but it doesn't make a clear prediction on the staff numbers. Tasks depend on the membership of the operational unit. Both leaders and their followers have a right to plan jobs.

Managers Set their Teams' Schedules

Managers are responsible for scheduling their teams' operational hours weekly. They report to the Chief Officer.


  • Good chances for collaboration benefit the entity.
  • Equality of work-site access maximizes personnel output.


  • It's hard for staff to plan their in-office days by themselves as they need their manager's version.
  • Too many extra activities create a tough working environment. 


  • The flexibility of this scheme depends on the manager's organizational and communication skills. 

Employees Set Their Schedules

Employees arrange their working hours.


  • Flexibility is shaped by employees' independent planning of their workspace hours.
  • Increased cooperation is guaranteed by the busy days for joint sessions.
  • Everyone knows who is available in the workroom today and who will come tomorrow.


  • People feel uncertain about their workplace access during unfixed periods.


  • There's no need to wait for a managerial decision on the issue of “what is a hybrid work schedule for the unit?”

How Can the Implemented Schedule Affect the Effectiveness of Hybrid Work?

Developing a great office timetable is a chance to promote a hybrid environment. Employees and employers can improve the company's sustainability, increase sales, and generate more revenues in the age of the pandemic. The effectiveness of new methods is reflected by the success of work scheme implementation in the workroom. If more people were ready to accept a hybrid model, there'd be more benefits for business growth in a competitive market. Using a combination of on-site and remote models, the organization can meet its objectives during COVID-19. UnSpot is a valuable tool that supports hybrid work schedule execution. Employing UnSpot now is a good solution for enhancing workplace experience and strengthening teamwork.

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