The traditional 9-to-5 office routine is fading fast. The 2024 SHRM report found that 65% of employers now offer hybrid work options, reflecting changes in the way businesses and employees define productivity.
At the same time, hybrid work has become a top priority for many employees. SHRM also reports that about half of remote or hybrid workers will consider job hunting if necessary to return to the office. This is a signal that flexibility is more than just a perk. It is increasingly seen as a key factor in focus, engagement and retention.
“Hybrid workplace culture is gaining traction as it offers the best world of both employee flexibility and meaningful team collaboration.”
Five models are rising to the top as top companies experiment with different hybrid structures. From predictable split week plans to completely employee-driven schedules, each has a different balance of flexibility, structure and control. Understanding how these models work and how to defend the one that’s right for you can help you thrive in today’s evolving workplace.
Workers prefer flexibility as businesses develop their obligation to return to offices
Nearly a quarter of workers say that the company has deployed office duties over the past year, despite preferring remote hybrid work.
Scripps News
1. Split week model
In the Split Week model, employees work in the office on set days and offsite for the rest of the week. Teams often plan their schedules, so everyone goes on the same day.
“Split Week is popular because it offers predictability, structure and flexibility,” Keating said. This model is perfect for medium sized organizations that value teamwork. Companies with new employees who need practical guidance often benefit as well. It provides predictable schedules for employees to plan their lives, ensuring that their team is together when it matters most.
2. Alternating Day Models
According to Keating, the alternating day models have teams spinning the day they come to the office. For example, Team A may work on site on Monday and Wednesday, while Team B will come on Tuesday and Thursday.
This setup is perfect for businesses that need to control density within their offices, especially for teams who share physical resources such as labs and specialized equipment. Employees can consistently show up without overwhelming shared resources. Meanwhile, make sure someone is always available for face-to-face client meetings and emergency issues.
3. Weekly rotation model
A weekly rotation model allows teams to work in the office and remotely. Rather than switching daily or splitting weeks, employees spend the whole thing in one or another mode.
“This model is effective for project-based organizations,” Keating points out. She points out that while asynchronous work with international colleagues is possible in far-reaching weeks, anchor teams can be united and coordinated during office weeks. This is a structure that reduces conflicts in daily meetings and helps employees focus entirely on either solo work or team projects.
4. Manager scheduled hybrid model
“The manager’s scheduled hybrid model allows managers to determine what’s best for their team to split their time between remote and in-office work,” said Toni Frana, career expert at FlexJobs. You may set a specific day (for example, Tuesday to Thursday) or have employees choose an office day that suits them.
This model can work across the industry as managers can adjust schedules based on team goals and operational needs. However, Frana emphasizes that clear communication between leaders and managers is key to making this model work. Without clear company-wide standards, this model could lead to uneven experiences across departments.
5. Employee selection model
Employee selection model allows workers to determine when they are in the office. Some companies offer complete flexibility, while others offer guidelines (for example, at least two days of office days).
“This model is aimed at trust-based culture and knowledge-driven companies, prioritizing outcomes (attendance),” Keating explains. It works particularly well in the high-tech, consulting and creative industries where autonomy drives performance. However, if you prefer more structured team interactions, a split week or alternating day model may be better.
How to advocate your ideal hybrid arrangement
If your company offers flexibility, don’t be afraid to talk about hybrid models that will help you do your best. Preparation and thoughtfulness make all the difference.
“We’ll start by clarifying why the change is important (for the team and the company),” advises Keating. “Link it to your ability to focus on your responsibility or better align.”
Explain how a flexible schedule supports your productivity and prepare to back it up with examples. You can also see how hybrid work can drive engagement, reduce burnout and improve company outcomes.
If your manager is hesitant, Frana says he suggests a 30-90-day exam period. Temporary arrangements give both parties the opportunity to test what works without long-term pressure.
These conversations are becoming a regular part of modern work. Learning how to advocate for your ideal schedule can support long-term success, happiness and career growth.
What is USA Today Top Workplaces 2025?
Do you work for a great company? Each year, USA Today Top Workplaces is a collaboration between Energage and USA Today, ranking US organizations that excel at creating positive work environments for their employees. Employee feedback determines the winner.
In 2025, over 1,500 companies were recognized as the best workplaces. Check out our overall rankings. You can also get more insight into workplace trends and advice by checking out the links below.
