--- title: Is the Hybrid Work Model Here to Stay? description: Is the hybrid work model here to stay? Jeanette Coleman, Axcet Director of HR, answers your most frequently asked questions, including future predictions. image: https://blog.axcethr.com/hubfs/hybrid-work-model-_1200-%C3%97-628-px_%20(1).webp --- - [Client Portal](https://www.axcethr.com/client-services/) - [Employee Login](https://www.axcethr.com/client-services/) [![AxcetHR Solutions Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png)](https://www.axcethr.com/) - [About Us](https://www.axcethr.com/about-us/) - [Corporate Philantropy](https://www.axcethr.com/about-us/corporate-philanthropy/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Values and Culture](https://www.axcethr.com/about-us/values-and-culture/) - [Kansas PEO](https://www.axcethr.com/about-us/kansas-peo/) - [Missouri PEO](https://www.axcethr.com/about-us/missouri-peo/) - [Careers](https://axcethrsolutions.prismhr-hire.com/) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [Why Choose Axcet?](https://www.axcethr.com/why-axcet/) - 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By [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) on [Sep 07, 2023](https://blog.axcethr.com/is-the-hybrid-work-model-here-to-stay) 6 min read [0 comment(s)](https://blog.axcethr.com/is-the-hybrid-work-model-here-to-stay#comments-listing) Share this: - - - - [whatsapp://send?text=https://blog.axcethr.com/is-the-hybrid-work-model-here-to-stay](whatsapp://send?text=https://blog.axcethr.com/is-the-hybrid-work-model-here-to-stay) - [mailto:?subject=Is%20the%20Hybrid%20Work%20Model%20Here%20to%20Stay?&body=https://blog.axcethr.com/is-the-hybrid-work-model-here-to-stay](mailto:?subject=Is%20the%20Hybrid%20Work%20Model%20Here%20to%20Stay?&body=https://blog.axcethr.com/is-the-hybrid-work-model-here-to-stay) ![hybrid-work-model (1)](https://blog.axcethr.com/hs-fs/hubfs/hybrid-work-model%20(1).webp?width=1200&height=800&name=hybrid-work-model%20(1).webp) Although some large companies like Amazon, JP Morgan and Disney have called employees back to the workplace, between 63% and 74% of companies still allow hybrid work, according to a variety of recent studies and reports.  How should small companies address this issue? As the Director of Human Resources here at Axcet HR Solutions, I'll share insights and answer employers' most frequently asked questions based on my experiences, and Axcet HR Solutions' (as a whole), with our employees, clients and our clients' worksite employees, as well as my knowledge of the HR marketplace. RELATED: [Remote Work Best Practices for Improved Productivity & Mental Health >>](https://blog.axcethr.com/remote-work-best-practices-productivity-mental-health) ## The Current Status of Hybrid Work - ### Where does hybrid work stand today? Are most of the companies Axcet works with offering it for employees or is it industry-specific?   Most companies where workers can be as effective at home as they are at the office are continuing to offer hybrid work. We don’t see this in industries like healthcare and hospitality that need employees to be on-site in order to operate, of course, but it is a continuing trend in corporate and office settings.   - ### Have expectations changed now that COVID isn’t a factor? Are more companies doing away with hybrid options?  Except for organizations that can only do business with employees on-site, most companies – probably about 70% -- are continuing to offer their employees a hybrid work option.   - ### What are employees’ expectations regarding hybrid work schedules?  Employees’ expectations have changed since early 2020. One of the first questions people now ask in interviews is whether the potential employer offers hybrid workplace schedules -- it has become an employee expectation.  Employees also expect employers to put the right technology and processes in place to make hybrid schedules work effectively. This can mean expectations for a computer monitor at home and at the office or a laptop with two power cords, as well as Microsoft Teams or similar technology tools that enable its success.  Employers have expectations of employees in the hybrid environment, too. When the employer provides tools like Teams, there’s an expectation that employees will use them to engage with their teams and their supervisors to keep collaboration flowing.  [![should employers force a return to the office](https://no-cache.hubspot.com/cta/default/2652187/da687b2d-1927-44ff-8594-b5bb42e8296a.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/da687b2d-1927-44ff-8594-b5bb42e8296a) ## Benefits of Hybrid Work Model - ### Is offering hybrid work a recruiting and retention advantage for companies?  Offering hybrid work schedules is absolutely a competitive advantage for companies. People who experienced working from home during COVID learned that it usually contributes to work-life balance. Not having to commute might add an hour to an employee’s discretionary time that day. The ability to start a load of laundry or get dinner started between calls is a game-changer. A hybrid schedule reduces stress both before and after work. Employees place high value on hybrid work, and companies that offer the option are in a better position to [attract and retain employees](https://blog.axcethr.com/three-tips-for-recruiting-an-increasingly-remote-workforce).  RELATED: [3 Creative Employee Recruitment Strategies That Really Work >>](https://blog.axcethr.com/3-creative-employee-recruitment-strategies-that-really-work) - ### Are employees willing to take less pay in exchange for being able to work off-site at least some of the time?  For the last few years, salaries have escalated tremendously. People have been leaving companies – even companies they like – because they’ve been offered huge raises at another company. Those job market factors are still very much in place. Employees expect both hybrid work and a competitive salary.  RELATED: [Six Steps to Find Out if Your Company Is Offering Competitive Pay >>](https://blog.axcethr.com/what-is-competitive-pay) ## The Hybrid Work Model - ### What are some ways companies are [handling a hybrid work model](https://blog.axcethr.com/blog-search-results?term=hybrid&type=SITE_PAGE&type=BLOG_POST&type=LISTING_PAGE)?  Companies most often offer a 2-3 split – either two days working from home and three at the office or vice versa. This might be a set schedule, or employees might have choices about where they work on which days. That could be based on workload or a recurring job requirement. For example, someone responsible for handling weekly payroll might need to be in the office every week on the day payroll is run.  In the early days of hybrid work, HR professionals heard complaints that people who spent more time in the office were getting better raises and better projects and better treatment from the company. A lot of companies have put processes in place to reduce or eliminate those concerns. For example, some require everyone to use a standard background on Teams calls so there’s no distinction between those who are working from home and those who aren’t.  Axcet also sees companies scheduling regular virtual meetings to keep employees connected and scheduling one day a week when everyone is in the office at the same time. Those are the days these companies do staff lunches, celebrate birthdays or purposefully schedule in-person meetings so everyone can interact face-to-face. This can be an effective way to keep building relationships in a hybrid environment.  Several factors are key for employers who want a hybrid model to be successful. They have to have management buy-in and commitment to hybrid work. They have to provide the right tools and processes, and they have to have engaged employees. On this last note, employees who are not engaged or who are not performing well should work at the office, rather than from home.  - ### Does Axcet see any advantages or negatives with a hybrid work model? If so, what are these?  On the positive side, hybrid work contributes to work-life balance. If management is committed to the hybrid approach and employees are engaged to start with, hybrid work creates more engagement and productivity. It’s also a strong employee recruiting and retention tool.  There are some challenges, too. Employees who have 24/7 access to work computers may have a hard time stepping away and maintaining work-life balance. A hybrid work environment also might make it harder for managers who don’t see their teams face-to-face every day to know when an employee is struggling, and it can be more difficult for new employees to [assimilate and feel connected to co-workers](https://blog.axcethr.com/remote-work-best-practices-productivity-mental-health).  - ### How is Axcet counseling its small business clients regarding the hybrid work model?  For Axcet clients who are asking whether they should continue offering hybrid schedules, we ask about the management team. Is there buy-in to a hybrid approach at the top, and is management aligned on the best structure? Do supervisors have the skills needed to manage people who are working from home? Does the company have technology and processes in place to support hybrid work success?  If the answers to these questions are yes and employees are engaged, we encourage companies to continue offering hybrid options, with the caveat that [supervisors schedule regular employee check-ins](https://blog.axcethr.com/managing-remote-employees) to ensure the model is working well for both the company and its employees.  [![hybrid work statistics](https://no-cache.hubspot.com/cta/default/2652187/interactive-149498723908.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLLyPf9GqD13BcY7oY4ENXSshnPr17LtEFKHm3mXlzlpDDLBiIHsdT%2BOG1lPgdduaar%2FFj55ESBQ5VbSbHprLx0KhJpeFTehr7r8DAqbmbwpw4xG7yEE%2F3b9EAMkKSO96hFAKOMIP0mGhu3Zjk7SCQeU%2BRajZlvHVKSTGefmmpLtGXQxbL%2B14AEp%2Bahbz0tM4W33&webInteractiveContentId=149498723908&portalId=2652187) ## The Future of Hybrid Work - ### Is hybrid work here to stay?  Hybrid work is here to stay. After COVID restrictions were lifted, employees worked hard to prove that hybrid schedules can work, and most are not enthusiastic about returning full-time to the office. Companies that insist on everyone coming back to the workplace five days a week can expect some employee turnover as a result. Losing people is detrimental, and companies would benefit instead from working with employees to implement a successful hybrid model.    - ### Is there anything we didn’t cover or anything you want to add?  I’d reiterate that employees’ desire for and expectation of having hybrid work options is here for the long term. Both employers and employees can benefit from a hybrid work policy as long as employees are engaged with the company’s mission and management shows its commitment to a hybrid approach by putting systems in place to make it successful. Done correctly, a hybrid work model can deliver greater employee retention and productivity and give companies a recruiting advantage in this competitive marketplace.  If your company would like assistance deciding how hybrid schedules should or could work at your business – or on other HR issues – Axcet HR Solutions is here to help. We've been Kansas City's premier [HR outsourcing & consulting](https://www.axcethr.com/services/human-resources/) experts since 1988. [Schedule a quick conversation](https://www.axcethr.com/schedule-consultation/) with us today! [![PEO small business employee benefits](https://no-cache.hubspot.com/cta/default/2652187/db22d902-d10d-4bc1-b684-4c8856b86c66.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/db22d902-d10d-4bc1-b684-4c8856b86c66) [![Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/hs-fs/hubfs/Jeanette-04.jpg?width=80&height=80&name=Jeanette-04.jpg)](https://blog.axcethr.com/author/jeanette-coleman) Written by #### [Jeanette Coleman, SPHR & SHRM-SCP](https://blog.axcethr.com/author/jeanette-coleman) Jeanette Coleman, SPHR, SHRM-SCP, is the Director of Human Resources at Axcet HR Solutions, where she has contributed her expertise for over 21 years. As a leader in the HR industry, she holds advanced certifications as a Senior Professional in Human Resources (SPHR) and SHRM-Senior Certified Professional (SHRM-SCP). Jeanette oversees HR strategy and operations, ensuring Axcet delivers exceptional HR services that help small and mid-sized businesses stay compliant and grow. With a Master’s degree in Human Resource Management from Keller Graduate School and a Bachelor of Science in Business Administration from Kansas State University, Jeanette is well-equipped to lead and support clients in navigating complex HR challenges. Throughout her 15-year tenure as Director of Human Resources, she has been instrumental in positioning Axcet as the Midwest’s largest and premier Professional Employer Organization (PEO). Her previous roles at Axcet include Director of Employee Benefits and Senior HR Consultant, where she gained extensive experience in HR outsourcing, and employee risk management. Jeanette’s expertise has been recognized through industry and regional publications. She co-authored the article “High-Touch in the Age of High-Tech: How PEOs Can Embrace AI Without Losing Their Humanity” (https://peoinsider.org/articles/high-touch-in-the-age-of-high-tech-how-peos-can-embrace-ai-without-losing-their-humanity/) for PEO Insider (March 2026), alongside Jo McClure, and was featured in Ingram’s Magazine in a Q&A (https://ingrams.com/article/qa-with-jeanette-coleman/) discussing generational change, technology, and workplace culture. These contributions reflect her perspective on balancing innovation with the human side of HR. Jeanette’s leadership reflects her deep commitment to helping businesses thrive through strategic, compliance-driven HR solutions. Through her writing, she shares insights on HR strategy, compliance, and best practices to help employers confidently manage their workforce. Published in: PEO Insider and Ingram's Read more [View all posts →](https://blog.axcethr.com/author/jeanette-coleman) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) #### [New OSHA Safety Program Takes Hard Look at Warehousing & Distribution ![OSHA NEP on Warehousing & Distribution Center Operations](https://blog.axcethr.com/hubfs/new-osha-safety-program-_1200-%C3%97-628-px_%20(1).webp)](https://blog.axcethr.com/new-osha-safety-program-takes-hard-look-at-warehousing-distribution) #### [![what is a floating holiday](https://blog.axcethr.com/hubfs/floating%20holiday.png) Redefining Time Off: How Floating Holidays are Shaping the Workplace](https://blog.axcethr.com/floating-holiday-meaning-understanding-this-benefit-and-considerations-for-offering-it) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateModified" : "2024-06-14T19:21:00.134Z", "datePublished" : "2023-09-07T18:43:02.000Z", "headline" : "Is the Hybrid Work Model Here to Stay?", "image" : [ "https://blog.axcethr.com/hubfs/hybrid-work-model-_1200-%C3%97-628-px_%20(1).webp" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/is-the-hybrid-work-model-here-to-stay", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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How should small companies address this issue? As the Director of Human Resources here at Axcet HR Solutions, I'll share insights and answer employers' most frequently asked questions based on my experiences, and Axcet HR Solutions' (as a whole), with our employees, clients and our clients' worksite employees, as well as my knowledge of the HR marketplace. RELATED: Remote Work Best Practices for Improved Productivity & Mental Health >> The Current Status of Hybrid Work Where does hybrid work stand today? Are most of the companies Axcet works with offering it for employees or is it industry-specific? Most companies where workers can be as effective at home as they are at the office are continuing to offer hybrid work. We don’t see this in industries like healthcare and hospitality that need employees to be on-site in order to operate, of course, but it is a continuing trend in corporate and office settings. Have expectations changed now that COVID isn’t a factor? Are more companies doing away with hybrid options? Except for organizations that can only do business with employees on-site, most companies – probably about 70% -- are continuing to offer their employees a hybrid work option. What are employees’ expectations regarding hybrid work schedules? Employees’ expectations have changed since early 2020. One of the first questions people now ask in interviews is whether the potential employer offers hybrid workplace schedules -- it has become an employee expectation. Employees also expect employers to put the right technology and processes in place to make hybrid schedules work effectively. This can mean expectations for a computer monitor at home and at the office or a laptop with two power cords, as well as Microsoft Teams or similar technology tools that enable its success. Employers have expectations of employees in the hybrid environment, too. When the employer provides tools like Teams, there’s an expectation that employees will use them to engage with their teams and their supervisors to keep collaboration flowing. Benefits of Hybrid Work Model Is offering hybrid work a recruiting and retention advantage for companies? Offering hybrid work schedules is absolutely a competitive advantage for companies. People who experienced working from home during COVID learned that it usually contributes to work-life balance. Not having to commute might add an hour to an employee’s discretionary time that day. The ability to start a load of laundry or get dinner started between calls is a game-changer. A hybrid schedule reduces stress both before and after work. Employees place high value on hybrid work, and companies that offer the option are in a better position to attract and retain employees. RELATED: 3 Creative Employee Recruitment Strategies That Really Work >> Are employees willing to take less pay in exchange for being able to work off-site at least some of the time? For the last few years, salaries have escalated tremendously. People have been leaving companies – even companies they like – because they’ve been offered huge raises at another company. Those job market factors are still very much in place. Employees expect both hybrid work and a competitive salary. RELATED: Six Steps to Find Out if Your Company Is Offering Competitive Pay >> The Hybrid Work Model What are some ways companies are handling a hybrid work model? Companies most often offer a 2-3 split – either two days working from home and three at the office or vice versa. This might be a set schedule, or employees might have choices about where they work on which days. That could be based on workload or a recurring job requirement. For example, someone responsible for handling weekly payroll might need to be in the office every week on the day payroll is run. In the early days of hybrid work, HR professionals heard complaints that people who spent more time in the office were getting better raises and better projects and better treatment from the company. A lot of companies have put processes in place to reduce or eliminate those concerns. For example, some require everyone to use a standard background on Teams calls so there’s no distinction between those who are working from home and those who aren’t. Axcet also sees companies scheduling regular virtual meetings to keep employees connected and scheduling one day a week when everyone is in the office at the same time. Those are the days these companies do staff lunches, celebrate birthdays or purposefully schedule in-person meetings so everyone can interact face-to-face. This can be an effective way to keep building relationships in a hybrid environment. Several factors are key for employers who want a hybrid model to be successful. They have to have management buy-in and commitment to hybrid work. They have to provide the right tools and processes, and they have to have engaged employees. On this last note, employees who are not engaged or who are not performing well should work at the office, rather than from home. Does Axcet see any advantages or negatives with a hybrid work model? If so, what are these? On the positive side, hybrid work contributes to work-life balance. If management is committed to the hybrid approach and employees are engaged to start with, hybrid work creates more engagement and productivity. It’s also a strong employee recruiting and retention tool. There are some challenges, too. Employees who have 24/7 access to work computers may have a hard time stepping away and maintaining work-life balance. A hybrid work environment also might make it harder for managers who don’t see their teams face-to-face every day to know when an employee is struggling, and it can be more difficult for new employees to assimilate and feel connected to co-workers. How is Axcet counseling its small business clients regarding the hybrid work model? For Axcet clients who are asking whether they should continue offering hybrid schedules, we ask about the management team. Is there buy-in to a hybrid approach at the top, and is management aligned on the best structure? Do supervisors have the skills needed to manage people who are working from home? Does the company have technology and processes in place to support hybrid work success? If the answers to these questions are yes and employees are engaged, we encourage companies to continue offering hybrid options, with the caveat that supervisors schedule regular employee check-ins to ensure the model is working well for both the company and its employees. The Future of Hybrid Work Is hybrid work here to stay? Hybrid work is here to stay. After COVID restrictions were lifted, employees worked hard to prove that hybrid schedules can work, and most are not enthusiastic about returning full-time to the office. Companies that insist on everyone coming back to the workplace five days a week can expect some employee turnover as a result. Losing people is detrimental, and companies would benefit instead from working with employees to implement a successful hybrid model. Is there anything we didn’t cover or anything you want to add? I’d reiterate that employees’ desire for and expectation of having hybrid work options is here for the long term. Both employers and employees can benefit from a hybrid work policy as long as employees are engaged with the company’s mission and management shows its commitment to a hybrid approach by putting systems in place to make it successful. Done correctly, a hybrid work model can deliver greater employee retention and productivity and give companies a recruiting advantage in this competitive marketplace. If your company would like assistance deciding how hybrid schedules should or could work at your business – or on other HR issues – Axcet HR Solutions is here to help. We've been Kansas City's premier HR outsourcing & consulting experts since 1988. Schedule a quick conversation with us today!", "author" : { "@id" : "https://blog.axcethr.com/author/jeanette-coleman#author", "@type" : "Person", "name" : "Jeanette Coleman, SPHR & SHRM-SCP", "url" : "https://blog.axcethr.com/author/jeanette-coleman" }, "dateCreated" : "2023-09-07", "dateModified" : "2024-06-14", "datePublished" : "2023-09-07", "description" : "Although some large companies like Amazon, JP Morgan and Disney have called employees back to the workplace, between 63% and 74% of companies still allow hybrid work, according to a variety of recent studies and reports. How should small companies address this issue? 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