Hybrid Model and its Impact on Employee Engagement

The world of work underwent a metamorphosis during the pandemic. Some semblance of normalcy is now returning, and organisations are evaluating the best return-to-work strategy, with most of them opting for a hybrid work model. A hybrid model is a flexible workplace that combines remote working and on-site working. It consists of a dynamic workplace where some employees work on-site, some work from home and some specific sets of employees visit the office on certain fixed days.

On the one hand, hybrid workplaces provide flexibility and accommodate employees’ aspirations; on the other hand, it presents opportunities and challenges for continuous employee engagement.

Positive impact on employee engagement

  • As per a report by Envoy, 34% of employees say that improved mental health is a crucial benefit of hybrid working, allowing them to enjoy a better work/life balance. Reduced commute time, autonomy around work schedules, and extra time to focus on health and well-being are some benefits available to them.
  • A flexible working model promotes diversity and inclusiveness, where a bigger pool of workforce is accessible for hire. Diversity, inclusiveness and equitability are essential for building a happy and engaged workforce.
  • A hybrid setup permits turning the office into a destination for teams to come together for a particular meeting or project. These activities can put teammates in a collaborative frame of mind and promote creativity and teamwork.

You might also be interested to read: The Future Of Work Is Here And Now: It’s Hybrid

Hidden traps of hybrid model

  • Lack of proper equipment such as laptops, mobile phones, internet connectivity, ergonomic furniture, stationery etc. can negatively impact productivity. Reimbursing these expenses to remote and hybrid employees can improve employee productivity and satisfaction.
  • Social isolation affects hybrid workplaces to a large extent. A 2020 Igloo Survey suggests that 55% of teleworkers acknowledged being left out of meetings because they were not physically present. Organisations need to invest in robust communication channels to keep engagement levels high.
  • Reduction in productivity is an oft-raised concern in remote working. However, according to Gartner, 40% of hybrid or remote employees report an increase in the length of their workday. Hybrid working is linked to an increase in burnout. 
  • It’s easy to miss outstanding performances and performers in a hybrid scenario. It is super-critical to reimagine rewards and recognitions and roll out programs that keep pace with the demands of new age workspaces.
  • Organisation culture is always a complex subject, especially in a hybrid model with minimal one-on-one interactions and group activities. For companies adopting hybrid models, reinforcing a culture that supports cross-functional and cross-hierarchical collaboration becomes essential.
  • HR leaders need to develop both digital and offline learning plans that can help elevate employee engagement.

With technological advancements, hybrid workplace models will evolve. Organisations must strive to develop employee engagement practices that keep the negative impact of hybrid working environments to a minimum.


  • Employee engagement in the time of the hybrid workplace | People Matters | Dec 04, 2021
  • Hybrid working: the impact on employee engagement | Something Big | July 27, 2022
  • How do Hybrid Workplaces Boost Employee Engagement? | Mitel | Sept 30, 2021

You might also be interested to read: Responsibilities of a Manager in a Hybrid Work Model

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