The hybrid work model is here to stay. And while many have transitioned to this new way of working, some might be left with questions: What does this mean for my employees? How can I create a healthy version of this that works for my team? The way you work needs a wellbeing model that can evolve with it. Let’s dive in.

First, what is a hybrid work model?

A hybrid work model can look different based on who’s using it. These are the most common arrangements we’ve noticed: All employees work both in the office and off-site part of the week, some employees work fully remote and some work fully in the office, or a combination of the two. What do all these have in common? Flexibility.

Venn diagram highlighting the most common types of hybrid work.

Why is it important to consider a hybrid model?

Organizations retain their best talent by prioritizing recruitment, retention, engagement, social benefits, and community connectedness. Why? Because employees seek and expect resources to help improve their holistic wellbeing—and for a post-pandemic workforce, that means flexibility is a mission-critical strategy.

Nine in 10 remote-capable employees prefer some degree of remote-work flexibility. A full 86% of employees want to work from home at least two days a week. Only 8% of remote employees are willing to return to the office full-time post-pandemic. 62% of working parents said they would quit their current jobs if they couldn’t continue to work remotely

Evolve your wellbeing program for hybrid work

As the way you work changes, so should your approach to employee wellbeing. A few tips for building and maintaining a healthy hybrid workforce: Communicate clearly and often, create buy-in with team leaders, use surveys and other tools to understand employee needs, and offer holistic resources to support your entire workforce, no matter where they are.