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Hybrid working PowerPoint Presentation Templates and Google Slides

Adopting Flexible Work Policy Various Types Of Flexible Work Policies Hybrid Rowe Topics PDF

The following slide outlines various types of flexible work policies such as hybrid model, results only work environment ROWE, and split shift. Organizations can successfully reduce the employee absenteeism rate and boost employees morale by implementing these policies. Create an editable Adopting Flexible Work Policy Various Types Of Flexible Work Policies Hybrid Rowe Topics PDF that communicates your idea and engages your audience. Whether youre presenting a business or an educational presentation, pre-designed presentation templates help save time. Adopting Flexible Work Policy Various Types Of Flexible Work Policies Hybrid Rowe Topics PDF is highly customizable and very easy to edit, covering many different styles from creative to business presentations. Slidegeeks has creative team members who have crafted amazing templates. So, go and get them without any delay.

Team Building Future Trends For Hybrid Work Culture Information PDF

The following slide highlights future trends of team bonding to boost productivity, prepare workforce for unforeseen circumstances etc. It includes trends such as hybrid team, use of technology, employee relationship building and cross departmental team building. Presenting Team Building Future Trends For Hybrid Work Culture Information PDF to dispense important information. This template comprises four stages. It also presents valuable insights into the topics including Hybrid Teams, Employee Relationship Building, Use Of Technology. This is a completely customizable PowerPoint theme that can be put to use immediately. So, download it and address the topic impactfully.

Various Types Of Flexible Work Policies Hybrid Rowe And Split Shift Pictures PDF

The following slide outlines various types of flexible work policies such as hybrid model, results only work environment ROWE, and split shift. Organizations can successfully reduce the employee absenteeism rate and boost employees morale by implementing these policies. There are so many reasons you need a Various Types Of Flexible Work Policies Hybrid Rowe And Split Shift Pictures PDF. The first reason is you can not spend time making everything from scratch, Thus, Slidegeeks has made presentation templates for you too. You can easily download these templates from our website easily.

Implementing Adaptive Work Arrangements Various Types Of Flexible Work Policies Hybrid Rowe And Split Shift Guidelines PDF

The following slide outlines various types of flexible work policies such as hybrid model, results only work environment ROWE, and split shift. Organizations can successfully reduce the employee absenteeism rate and boost employees morale by implementing these policies. If your project calls for a presentation, then Slidegeeks is your go to partner because we have professionally designed, easy to edit templates that are perfect for any presentation. After downloading, you can easily edit Implementing Adaptive Work Arrangements Various Types Of Flexible Work Policies Hybrid Rowe And Split Shift Guidelines PDF and make the changes accordingly. You can rearrange slides or fill them with different images. Check out all the handy templates.

Flexible Working Policies And Guidelines Various Types Of Flexible Work Policies Hybrid Structure PDF

The following slide outlines various types of flexible work policies such as hybrid model, results only work environment ROWE, and split shift. Organizations can successfully reduce the employee absenteeism rate and boost employees morale by implementing these policies. Retrieve professionally designed Flexible Working Policies And Guidelines Various Types Of Flexible Work Policies Hybrid Structure PDF to effectively convey your message and captivate your listeners. Save time by selecting pre made slideshows that are appropriate for various topics, from business to educational purposes. These themes come in many different styles, from creative to corporate, and all of them are easily adjustable and can be edited quickly. Access them as PowerPoint templates or as Google Slides themes. You do not have to go on a hunt for the perfect presentation because Slidegeeks got you covered from everywhere.

Various Types Of Flexible Work Policies Hybrid Rowe Optimizing Staff Retention Rate Professional Pdf

The following slide outlines various types of flexible work policies such as hybrid model, results only work environment ROWE, and split shift. Organizations can successfully reduce the employee absenteeism rate and boost employees morale by implementing these policies. This modern and well-arranged Various Types Of Flexible Work Policies Hybrid Rowe Optimizing Staff Retention Rate Professional Pdf provides lots of creative possibilities. It is very simple to customize and edit with the Powerpoint Software. Just drag and drop your pictures into the shapes. All facets of this template can be edited with Powerpoint no extra software is necessary. Add your own material, put your images in the places assigned for them, adjust the colors, and then you can show your slides to the world, with an animated slide included.

Tactics For Establishing Sustainable Hybrid Work Environment Ppt PowerPoint Presentation Complete Deck With Slides

This Tactics For Establishing Sustainable Hybrid Work Environment Ppt PowerPoint Presentation Complete Deck With Slides is a primer on how to capitalize on business opportunities through planning, innovation, and market intelligence. The content-ready format of the complete deck will make your job as a decision-maker a lot easier. Use this ready-made PowerPoint Template to help you outline an extensive and legible plan to capture markets and grow your company on the right path, at an exponential pace. What is even more amazing is that this presentation is completely editable and 100 percent customizable. This sixty slide complete deck helps you impress a roomful of people with your expertise in business and even presentation. Craft such a professional and appealing presentation for that amazing recall value. Download now.

Table Of Contents Tactics For Establishing Sustainable Hybrid Work Environment Summary PDF

Find a pre designed and impeccable Table Of Contents Tactics For Establishing Sustainable Hybrid Work Environment Summary PDF. The templates can ace your presentation without additional effort. You can download these easy to edit presentation templates to make your presentation stand out from others. So, what are you waiting for Download the template from Slidegeeks today and give a unique touch to your presentation.

Tactics For Establishing Sustainable Hybrid Work Environment Agenda Tactics For Establishing Sustainable Hybrid Template PDF

Boost your pitch with our creative Tactics For Establishing Sustainable Hybrid Work Environment Agenda Tactics For Establishing Sustainable Hybrid Template PDF. Deliver an awe-inspiring pitch that will mesmerize everyone. Using these presentation templates you will surely catch everyones attention. You can browse the ppts collection on our website. We have researchers who are experts at creating the right content for the templates. So you do not have to invest time in any additional work. Just grab the template now and use them.

Tactics For Establishing Sustainable Hybrid Work Environment Best Practices To Promote Flexible Scheduling Download PDF

The following slide showcases different tactics that can be used by businesses in promoting flexible working arrangements at the workplace. The major practices are developing a robust policy, creating a supportive culture, investing in software, and conducting training. Create an editable Tactics For Establishing Sustainable Hybrid Work Environment Best Practices To Promote Flexible Scheduling Download PDF that communicates your idea and engages your audience. Whether youre presenting a business or an educational presentation, pre designed presentation templates help save time. Tactics For Establishing Sustainable Hybrid Work Environment Best Practices To Promote Flexible Scheduling Download PDF is highly customizable and very easy to edit, covering many different styles from creative to business presentations. Slidegeeks has creative team members who have crafted amazing templates. So, go and get them without any delay.

Tactics For Establishing Sustainable Hybrid Work Environment Employee Engagement Strategy 1 Virtual Coffee Infographics PDF

The following slide showcases an online staff engagement strategy that can be used by human resource HR managers for remote workers. The strategy covered in the slide is virtual coffee breaks and includes information about travel trivia, guess the emoji board, fun video meetings, and knowledge-sharing session. Slidegeeks is one of the best resources for PowerPoint templates. You can download easily and regulate Tactics For Establishing Sustainable Hybrid Work Environment Employee Engagement Strategy 1 Virtual Coffee Infographics PDF for your personal presentations from our wonderful collection. A few clicks is all it takes to discover and get the most relevant and appropriate templates. Use our Templates to add a unique zing and appeal to your presentation and meetings. All the slides are easy to edit and you can use them even for advertisement purposes.

Tactics For Establishing Sustainable Hybrid Work Environment Employee Engagement Strategy 2 Online Award Elements PDF

The following slide showcases employee engagement tactics that can be used by professionals to virtually recognize the employees performance and boost their morale. Information covered in this slide is related to virtual event platform, social wall, live streaming, etc. Want to ace your presentation in front of a live audience Our Tactics For Establishing Sustainable Hybrid Work Environment Employee Engagement Strategy 2 Online Award Elements PDF can help you do that by engaging all the users towards you. Slidegeeks experts have put their efforts and expertise into creating these impeccable powerpoint presentations so that you can communicate your ideas clearly. Moreover, all the templates are customizable, and easy to edit and downloadable. Use these for both personal and commercial use.

Tactics For Establishing Sustainable Hybrid Work Environment Employee Engagement Strategy 3 Virtual Team Information PDF

The following slide showcases employee retention strategy which can assist remote employees to build co-working and collaboration skills with other team members. Photo challenge, virtual book club, baby photos and online charades are the major activities which are mentioned in the slide. There are so many reasons you need a Tactics For Establishing Sustainable Hybrid Work Environment Employee Engagement Strategy 3 Virtual Team Information PDF. The first reason is you cannot spend time making everything from scratch, Thus, Slidegeeks has made presentation templates for you too. You can easily download these templates from our website easily.

Tactics For Establishing Sustainable Hybrid Work Environment Guidelines To Successfully Develop Flexible Work Policy Information PDF

The following slide showcases the key elements that can assist human resource HR professionals to build work from home WFH policy for offsite employees. The guidelines are related to working hours, timekeeping, communication, and technology usage. Do you have to make sure that everyone on your team knows about any specific topic I yes, then you should give Tactics For Establishing Sustainable Hybrid Work Environment Guidelines To Successfully Develop Flexible Work Policy Information PDF a try. Our experts have put a lot of knowledge and effort into creating this impeccable Tactics For Establishing Sustainable Hybrid Work Environment Guidelines To Successfully Develop Flexible Work Policy Information PDF. You can use this template for your upcoming presentations, as the slides are perfect to represent even the tiniest detail. You can download these templates from the Slidegeeks website and these are easy to edit. So grab these today.

Tactics For Establishing Sustainable Hybrid Work Environment Icons Slide Tactics For Establishing Sustainable Hybrid Demonstration PDF

Introducing our well designed Tactics For Establishing Sustainable Hybrid Work Environment Icons Slide Tactics For Establishing Sustainable Hybrid Demonstration PDF set of slides. The slide displays editable icons to enhance your visual presentation. The icons can be edited easily. So customize according to your business to achieve a creative edge. Download and share it with your audience.

Tactics For Establishing Sustainable Hybrid Work Environment Solutions To Overcome Flexible Working Challenges Professional PDF

The following slide exhibits different solutions through which managers can easily overcome the flexible working challenges. It includes information about virtual team building activities, frequent breaks, selecting the best broadband service provider, recognizing the employees efforts and conducting meetings. Get a simple yet stunning designed Tactics For Establishing Sustainable Hybrid Work Environment Solutions To Overcome Flexible Working Challenges Professional PDF. It is the best one to establish the tone in your meetings. It is an excellent way to make your presentations highly effective. So, download this PPT today from Slidegeeks and see the positive impacts. Our easy to edit Tactics For Establishing Sustainable Hybrid Work Environment Solutions To Overcome Flexible Working Challenges Professional PDF can be your go to option for all upcoming conferences and meetings. So, what are you waiting for Grab this template today.

Tactics For Establishing Sustainable Hybrid Work Environment Tables Of Content Graphics PDF

From laying roadmaps to briefing everything in detail, our templates are perfect for you. You can set the stage with your presentation slides. All you have to do is download these easy to edit and customizable templates. Tactics For Establishing Sustainable Hybrid Work Environment Tables Of Content Graphics PDF will help you deliver an outstanding performance that everyone would remember and praise you for. Do download this presentation today.

Tactics For Establishing Sustainable Hybrid Work Environment Tools For Remote Teams Remote Desktop Rules PDF

The following slide outlines various types of remote desktop software through which remote employees can easily access the desktop virtually while sitting at home. It covers information about major characteristics, ideal team size, and pricing plan of each software. Present like a pro with Tactics For Establishing Sustainable Hybrid Work Environment Tools For Remote Teams Remote Desktop Rules PDF Create beautiful presentations together with your team, using our easy to use presentation slides. Share your ideas in real time and make changes on the fly by downloading our templates. So whether you are in the office, on the go, or in a remote location, you can stay in sync with your team and present your ideas with confidence. With Slidegeeks presentation got a whole lot easier. Grab these presentations today.

Tactics For Establishing Sustainable Hybrid Work Environment Top Growth Drivers Of Flexible Working Structure PDF

The following slide outlines the various growth drivers due to which many corporates are switching to a hybrid model. The key drivers are technological advancement, environmental pressure, and cost savings. Slidegeeks is here to make your presentations a breeze with Tactics For Establishing Sustainable Hybrid Work Environment Top Growth Drivers Of Flexible Working Structure PDF With our easy to use and customizable templates, you can focus on delivering your ideas rather than worrying about formatting. With a variety of designs to choose from, you are sure to find one that suits your needs. And with animations and unique photos, illustrations, and fonts, you can make your presentation pop. So whether you are giving a sales pitch or presenting to the board, make sure to check out Slidegeeks first.

Tactics For Establishing Sustainable Hybrid Work Environment Various Types Of Flexible Work Policies Flex Time Information PDF

The following slide outlines the most common types of flexible work policies through which employees can work outside of the traditional working hours. Information covered in this slide is related to variable day schedule, staggered hours along with key observations. Do you have an important presentation coming up Are you looking for something that will make your presentation stand out from the rest Look no further than Tactics For Establishing Sustainable Hybrid Work Environment Various Types Of Flexible Work Policies Flex Time Information PDF. With our professional designs, you can trust that your presentation will pop and make delivering it a smooth process. And with Slidegeeks, you can trust that your presentation will be unique and memorable. So why wait Grab Tactics For Establishing Sustainable Hybrid Work Environment Various Types Of Flexible Work Policies Flex Time Information PDF today and make your presentation stand out from the rest.

Tactics For Establishing Sustainable Hybrid Work Environment Various Types Of Flexible Work Policies Fully Remote Elements PDF

The following slide the different types of remote work policies that can assist managers in improving the productivity and efficiency rate of employees. It includes details about creating an environment of trust, defining the fully remote policy, conducting team meetings, and asking for feedback. Whether you have daily or monthly meetings, a brilliant presentation is necessary. Tactics For Establishing Sustainable Hybrid Work Environment Various Types Of Flexible Work Policies Fully Remote Elements PDF can be your best option for delivering a presentation. Represent everything in detail using Tactics For Establishing Sustainable Hybrid Work Environment Various Types Of Flexible Work Policies Fully Remote Elements PDF and make yourself stand out in meetings. The template is versatile and follows a structure that will cater to your requirements. All the templates prepared by Slidegeeks are easy to download and edit. Our research experts have taken care of the corporate themes as well. So, give it a try and see the results.

Tactics For Establishing Sustainable Hybrid Work Environment Various Types Of Flexible Work Policies Hybrid Template PDF

The following slide outlines various types of flexible work policies such as hybrid model, results only work environment ROWE, and split shift. Organizations can successfully reduce the employee absenteeism rate and boost employees morale by implementing these policies. Find highly impressive Tactics For Establishing Sustainable Hybrid Work Environment Various Types Of Flexible Work Policies Hybrid Template PDF on Slidegeeks to deliver a meaningful presentation. You can save an ample amount of time using these presentation templates. No need to worry to prepare everything from scratch because Slidegeeks experts have already done a huge research and work for you. You need to download Tactics For Establishing Sustainable Hybrid Work Environment Various Types Of Flexible Work Policies Hybrid Template PDF for your upcoming presentation. All the presentation templates are 100 percent editable and you can change the color and personalize the content accordingly. Download now.

Tactics For Establishing Sustainable Hybrid Work Environment Addressing The Flexible Working Goals Microsoft PDF

The following slide outlines various objectives that can assist corporate houses in successfully implementing flexible working arrangements at the workplace. The key objectives are improving employee retention rate, decreasing employee absenteeism, improving workplace diversity, productivity rate, and employee engagement rate. If you are looking for a format to display your unique thoughts, then the professionally designed Tactics For Establishing Sustainable Hybrid Work Environment Addressing The Flexible Working Goals Microsoft PDF is the one for you. You can use it as a Google Slides template or a PowerPoint template. Incorporate impressive visuals, symbols, images, and other charts. Modify or reorganize the text boxes as you desire. Experiment with shade schemes and font pairings. Alter, share or cooperate with other people on your work. Download Tactics For Establishing Sustainable Hybrid Work Environment Addressing The Flexible Working Goals Microsoft PDF and find out how to give a successful presentation. Present a perfect display to your team and make your presentation unforgettable.

Tactics For Establishing Sustainable Hybrid Work Environment Conducting Flexible Working Survey In Organization Sample PDF

The following slide outlines various flexible work arrangement survey questions which can be used by the corporates to find out the working preferences of employees from different departments. It covers questions such as workplace flexibility, work preference, etc. Are you in need of a template that can accommodate all of your creative concepts This one is crafted professionally and can be altered to fit any style. Use it with Google Slides or PowerPoint. Include striking photographs, symbols, depictions, and other visuals. Fill, move around, or remove text boxes as desired. Test out color palettes and font mixtures. Edit and save your work, or work with colleagues. Download Tactics For Establishing Sustainable Hybrid Work Environment Conducting Flexible Working Survey In Organization Sample PDF and observe how to make your presentation outstanding. Give an impeccable presentation to your group and make your presentation unforgettable.

Tactics For Establishing Sustainable Hybrid Work Environment Continuous Decline In Employees Productivity Pictures PDF

The following slide outlines the continuous loss of workers productivity and efficiency in the form of a tabular way. Information covered in this slide is related to employee productivity for the four months along with key observations. Crafting an eye catching presentation has never been more straightforward. Let your presentation shine with this tasteful yet straightforward Tactics For Establishing Sustainable Hybrid Work Environment Continuous Decline In Employees Productivity Pictures PDF template. It offers a minimalistic and classy look that is great for making a statement. The colors have been employed intelligently to add a bit of playfulness while still remaining professional. Construct the ideal Tactics For Establishing Sustainable Hybrid Work Environment Continuous Decline In Employees Productivity Pictures PDF that effortlessly grabs the attention of your audience. Begin now and be certain to wow your customers.

Tactics For Establishing Sustainable Hybrid Work Environment Determining Strategies To Improve Employees Introduction PDF

The following slide highlights different types of tactics that can assist corporates to boost employees efficiency during work from home WFH. The strategies are related to guidelines, flexible work policy, employee engagement, and productivity software tools for a virtual team. Make sure to capture your audiences attention in your business displays with our gratis customizable Tactics For Establishing Sustainable Hybrid Work Environment Determining Strategies To Improve Employees Introduction PDF. These are great for business strategies, office conferences, capital raising or task suggestions. If you desire to acquire more customers for your tech business and ensure they stay satisfied, create your own sales presentation with these plain slides.

Tactics For Establishing Sustainable Hybrid Work Environment Employee Engagement Strategy 4 Career Sample PDF

The following slide showcases different types of online courses which will assist employees in their professional growth. It contains courses such as web development, digital marketing, communication, and time management along with pricing details. Formulating a presentation can take up a lot of effort and time, so the content and message should always be the primary focus. The visuals of the PowerPoint can enhance the presenters message, so our Tactics For Establishing Sustainable Hybrid Work Environment Employee Engagement Strategy 4 Career Sample PDF was created to help save time. Instead of worrying about the design, the presenter can concentrate on the message while our designers work on creating the ideal templates for whatever situation is needed. Slidegeeks has experts for everything from amazing designs to valuable content, we have put everything into Tactics For Establishing Sustainable Hybrid Work Environment Employee Engagement Strategy 4 Career Sample PDF

Tactics For Establishing Sustainable Hybrid Work Environment Flexible Working Arrangements For Different Jobs Icons PDF

Coming up with a presentation necessitates that the majority of the effort goes into the content and the message you intend to convey. The visuals of a PowerPoint presentation can only be effective if it supplements and supports the story that is being told. Keeping this in mind our experts created Tactics For Establishing Sustainable Hybrid Work Environment Flexible Working Arrangements For Different Jobs Icons PDF to reduce the time that goes into designing the presentation. This way, you can concentrate on the message while our designers take care of providing you with the right template for the situation.

Tactics For Establishing Sustainable Hybrid Work Environment Flexible Working Challenges Post Covid19 Rules PDF

The following slide delineates flexible scheduling challenges which are faced by small, medium, and large-scale businesses after the pandemic. The challenges are lack of bonding, distractions at home, poor internet connection, staying motivated and communication gap. This modern and well arranged Tactics For Establishing Sustainable Hybrid Work Environment Flexible Working Challenges Post Covid19 Rules PDF provides lots of creative possibilities. It is very simple to customize and edit with the Powerpoint Software. Just drag and drop your pictures into the shapes. All facets of this template can be edited with Powerpoint no extra software is necessary. Add your own material, put your images in the places assigned for them, adjust the colors, and then you can show your slides to the world, with an animated slide included.

Tactics For Establishing Sustainable Hybrid Work Environment Flexible Working Trends To Watch Out For In 2023 Introduction PDF

The following slide outlines some of the major megatrends in a flexible working arrangement. It includes four-day working week culture, early finishes, extended vacations, flexible dress code and remote working. This Tactics For Establishing Sustainable Hybrid Work Environment Flexible Working Trends To Watch Out For In 2023 Introduction PDF is perfect for any presentation, be it in front of clients or colleagues. It is a versatile and stylish solution for organizing your meetings. The Tactics For Establishing Sustainable Hybrid Work Environment Flexible Working Trends To Watch Out For In 2023 Introduction PDF features a modern design for your presentation meetings. The adjustable and customizable slides provide unlimited possibilities for acing up your presentation. Slidegeeks has done all the homework before launching the product for you. So, do not wait, grab the presentation templates today

Tactics For Establishing Sustainable Hybrid Work Environment Issues Faced By Employees And Organization Guidelines PDF

The following slide outlines different problems faced by staff members and the company while working work from the office five days a week. Issues faced by employees are related to poor work-life balance, distractions at the workplace, and high budget. Issues faced by corporate are related to lower sales and profit, and a negative workplace environment. Welcome to our selection of the Tactics For Establishing Sustainable Hybrid Work Environment Issues Faced By Employees And Organization Guidelines PDF. These are designed to help you showcase your creativity and bring your sphere to life. Planning and Innovation are essential for any business that is just starting out. This collection contains the designs that you need for your everyday presentations. All of our PowerPoints are 100 percent editable, so you can customize them to suit your needs. This multi purpose template can be used in various situations. Grab these presentation templates today.

Tactics For Establishing Sustainable Hybrid Work Environment Key Benefits Of Flexible Working Hours Clipart PDF

The following slide outlines the major benefits of flexible work arrangements for corporates. Increased productivity and efficiency, higher job satisfaction, higher employee retention rate, and low stress are the major benefits that are mentioned in the slide. Explore a selection of the finest Tactics For Establishing Sustainable Hybrid Work Environment Key Benefits Of Flexible Working Hours Clipart PDF here. With a plethora of professionally designed and pre made slide templates, you can quickly and easily find the right one for your upcoming presentation. You can use our Tactics For Establishing Sustainable Hybrid Work Environment Key Benefits Of Flexible Working Hours Clipart PDF to effectively convey your message to a wider audience. Slidegeeks has done a lot of research before preparing these presentation templates. The content can be personalized and the slides are highly editable. Grab templates today from Slidegeeks.

Tactics For Establishing Sustainable Hybrid Work Environment Kpi Metrics To Measure Success Of Flexible Work Mockup PDF

The following slide showcases different key performance indicators KPIs that can be used by managers to analyze the success rate of flexible work policy. Employee retention rate, absenteeism, workplace diversity, employee productivity and employee engagement are the key metrics which are mentioned in the slide. The best PPT templates are a great way to save time, energy, and resources. Slidegeeks have 100 percent editable powerpoint slides making them incredibly versatile. With these quality presentation templates, you can create a captivating and memorable presentation by combining visually appealing slides and effectively communicating your message. Download Tactics For Establishing Sustainable Hybrid Work Environment Kpi Metrics To Measure Success Of Flexible Work Mockup PDF from Slidegeeks and deliver a wonderful presentation.

Tactics For Establishing Sustainable Hybrid Work Environment Major Statistics Associated With Flexible Working Icons PDF

The following slide outlines key remote work statistics. Information covered in this slide is related to the hybrid model, improved quality of life, flexible hours, remote employees, lower employee turnover, and telecommuting options. The Tactics For Establishing Sustainable Hybrid Work Environment Major Statistics Associated With Flexible Working Icons PDF is a compilation of the most recent design trends as a series of slides. It is suitable for any subject or industry presentation, containing attractive visuals and photo spots for businesses to clearly express their messages. This template contains a variety of slides for the user to input data, such as structures to contrast two elements, bullet points, and slides for written information. Slidegeeks is prepared to create an impression.

Tactics For Establishing Sustainable Hybrid Work Environment Projecting The Trend Of Flexible Work Policies Elements PDF

Are you searching for a Tactics For Establishing Sustainable Hybrid Work Environment Projecting The Trend Of Flexible Work Policies Elements PDF that is uncluttered, straightforward, and original Its easy to edit, and you can change the colors to suit your personal or business branding. For a presentation that expresses how much effort you have put in, this template is ideal. With all of its features, including tables, diagrams, statistics, and lists, its perfect for a business plan presentation. Make your ideas more appealing with these professional slides. Download Tactics For Establishing Sustainable Hybrid Work Environment Projecting The Trend Of Flexible Work Policies Elements PDF from Slidegeeks today.

Tactics For Establishing Sustainable Hybrid Work Environment Tools For Remote Teams Collaboration Diagrams PDF

The following slide highlights different softwares used for collaboration and communication with the remote team. It provides detailed information about major features, ideal group size and pricing plan of each software tool. Retrieve professionally designed Tactics For Establishing Sustainable Hybrid Work Environment Tools For Remote Teams Collaboration Diagrams PDF to effectively convey your message and captivate your listeners. Save time by selecting pre made slideshows that are appropriate for various topics, from business to educational purposes. These themes come in many different styles, from creative to corporate, and all of them are easily adjustable and can be edited quickly. Access them as PowerPoint templates or as Google Slides themes. You do not have to go on a hunt for the perfect presentation because Slidegeeks got you covered from everywhere.

Tactics For Establishing Sustainable Hybrid Work Environment Tools For Remote Teams Project Management Infographics PDF

The following slide showcases multiple types of robust project management tools used by a remote team to effectively manage multiple tasks. The slide covers details about key features, ideal team size and pricing plan of each tool. Slidegeeks has constructed Tactics For Establishing Sustainable Hybrid Work Environment Tools For Remote Teams Project Management Infographics PDF after conducting extensive research and examination. These presentation templates are constantly being generated and modified based on user preferences and critiques from editors. Here, you will find the most attractive templates for a range of purposes while taking into account ratings and remarks from users regarding the content. This is an excellent jumping off point to explore our content and will give new users an insight into our top notch PowerPoint Templates.

Tactics For Establishing Sustainable Hybrid Work Environment Analyzing Workplace Flexibility Survey Results Topics PDF

The following slide outlines result of the remote working survey in the form of statistical data. Using this data the organizations can improve flexible work culture and boost workers morale in the organization. Find a pre designed and impeccable Tactics For Establishing Sustainable Hybrid Work Environment Analyzing Workplace Flexibility Survey Results Topics PDF. The templates can ace your presentation without additional effort. You can download these easy to edit presentation templates to make your presentation stand out from others. So, what are you waiting for Download the template from Slidegeeks today and give a unique touch to your presentation.

Tactics For Establishing Sustainable Hybrid Work Environment Dashboard To Analyze Flexible Working Strategies Topics PDF

The following slide delineates a key performance indicator KPI dashboard through which managers can evaluate the success of a flexible working policy on workforce performance. The major KPIs are absenteeism rate, overall labor effectiveness etc. Boost your pitch with our creative Tactics For Establishing Sustainable Hybrid Work Environment Dashboard To Analyze Flexible Working Strategies Topics PDF. Deliver an awe-inspiring pitch that will mesmerize everyone. Using these presentation templates you will surely catch everyones attention. You can browse the ppts collection on our website. We have researchers who are experts at creating the right content for the templates. So you do not have to invest time in any additional work. Just grab the template now and use them.

Tactics For Establishing Sustainable Hybrid Work Environment Impact Of Flexible Working On Employees Themes PDF

The following slide showcases the impact of remote working on performance of the workforce. Employee productivity, job satisfaction, employee retention and absenteeism rate are the major factors that are mentioned in the slide with key insights. Create an editable Tactics For Establishing Sustainable Hybrid Work Environment Impact Of Flexible Working On Employees Themes PDF that communicates your idea and engages your audience. Whether youre presenting a business or an educational presentation, pre designed presentation templates help save time. Tactics For Establishing Sustainable Hybrid Work Environment Impact Of Flexible Working On Employees Themes PDF is highly customizable and very easy to edit, covering many different styles from creative to business presentations. Slidegeeks has creative team members who have crafted amazing templates. So, go and get them without any delay.

Tactics For Establishing Sustainable Hybrid Work Environment Statistics Showing Continuously Rise In Flexible Formats PDF

The following slide outlines a diagrammatic representation outlining the percentage of companies switching to flexible work arrangements. It includes details of the last 5 years along with key observations. Slidegeeks is one of the best resources for PowerPoint templates. You can download easily and regulate Tactics For Establishing Sustainable Hybrid Work Environment Statistics Showing Continuously Rise In Flexible Formats PDF for your personal presentations from our wonderful collection. A few clicks is all it takes to discover and get the most relevant and appropriate templates. Use our Templates to add a unique zing and appeal to your presentation and meetings. All the slides are easy to edit and you can use them even for advertisement purposes.

Tactics For Establishing Sustainable Hybrid Work Environment Work From Home Performance Management Dashboard Information PDF

The following slide outlines a comprehensive key performance indicator KPI dashboard that can be used to showcase employees performance during work-from-home WFH. Information covered in this slide is related to average result area scores etc. Want to ace your presentation in front of a live audience Our Tactics For Establishing Sustainable Hybrid Work Environment Work From Home Performance Management Dashboard Information PDF can help you do that by engaging all the users towards you. Slidegeeks experts have put their efforts and expertise into creating these impeccable powerpoint presentations so that you can communicate your ideas clearly. Moreover, all the templates are customizable, and easy to edit and downloadable. Use these for both personal and commercial use.

Various Types Of Flexible Work Policies Hybrid Rowe And Split Shift Template PDF

The following slide outlines various types of flexible work policies such as hybrid model, results only work environment ROWE, and split shift. Organizations can successfully reduce the employee absenteeism rate and boost employees morale by implementing these policies. Slidegeeks has constructed Various Types Of Flexible Work Policies Hybrid Rowe And Split Shift Template PDF after conducting extensive research and examination. These presentation templates are constantly being generated and modified based on user preferences and critiques from editors. Here, you will find the most attractive templates for a range of purposes while taking into account ratings and remarks from users regarding the content. This is an excellent jumping off point to explore our content and will give new users an insight into our top notch PowerPoint Templates.

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Hybrid Working

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Use our Hybrid Working template for MS PowerPoint and Google Slides to deliver a compelling presentation about the work arrangement where employees are allowed to work both in a traditional office setting and remotely.

HR managers and business leaders can leverage the PPT to exhibit the steps and tips for creating an effective and successful hybrid work environment. Demonstrate the examples of industries that benefit from hybrid working and highlight the benefits, drawbacks, and challenges of this work plan. You can also explain how the hybrid model benefits both employees and employers by reducing commuting time, improving work-life balance, and increasing productivity and job satisfaction.

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Lay your hands on our Hybrid Working Framework PPT template to represent the model designed to offer a location-flexible arrangement that allows employees to work both on-premises and from home. Business leaders can leverage this professionally designed set to demonstrate strategies to implement a hybrid working framework in their organization successfully.

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Explanation of the Deck

• The components of a hybrid working framework have been depicted through a square-shaped diagram.
• The features of semi, mixed, and fully remote working have been portrayed via a speedometer diagram.
• A creative diagram incorporated with eye-catching icons showcases the types of a hybrid working model.
• The ways to implement a hybrid working transformation have been exhibited via a beautiful diagram.

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• You can customize this deck effortlessly in just a few minutes without technical experience or external assistance.
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How to Create Effective Hybrid PowerPoint Presentations

DON’T HAVE TIME TO READ THE ARTICLE? DON’T WORRY, LET ME SEND YOU A COPY

The pandemic years led us to change and adapt quickly and efficiently.

With resources suddenly becoming more and more scarce, we had to readjust the way we were accustomed to communicate our ideas in order to provide continuity for our business.

Since we could no longer meet in person, in record time we all found ourselves talking from behind a screen.

Now, it’s not like virtual presentations didn’t already exist, but they were an alternative we only went for in cases where the presentation wasn’t really crucial or where we were constrained by geographical limitations.

Virtual PowerPoint presentations were already an option, but we preferred to get together, lock ourselves in a room and face them together side by side.

This is true for every type of presentation, from periodic business presentations to corporate trainings .

I have been teaching the Lean Presentation Design training for years, literally traveling the world from the USA to Asia, without ever considering online training as a viable alternative.

Maurizio, but I’ve seen you do online trainings, or am I wrong?

Although I was already accustomed to them, I still considered them only as a backup option.

Then, all of a sudden what no one could have ever imagined happened, and everything stopped.

But business can’t stop, and so we found ourselves changing, out of the blue and without a choice – you either change or you’re out.

Soon, presenting on Teams, Zoom or similar tools became the new norm, and so we specialized in virtual presentations.

We adapted to not seeing each other, in some cases we forced participants to turn on their webcams, we adapted our slides , and we went crazy behind the technology!

Tools like Zoom and Teams have evolved at an impressive rate, offering new features and improving service quality.

So, are we finally in a stable place?

Absolutely not!

By now we’ve crossed the next boundary, that of hybrid PowerPoint presentations.

Have you tried them yet?

I already went through this last year while teaching at a university.

I even administered exams to my students in hybrid mode.

It’s not easy at all.

What Are Hybrid PowerPoint Presentations?

A hybrid presentation is when part of your audience is present , and part is remotely connected via a web conferencing tool like Teams or Zoom .

So, you – the speaker – are in the classroom with part of the audience, while another part of it is connected online .

As you can understand, this significantly affects the way we present , the type of setup we use, and the type of slides we will need to design.

Unlike virtual presentations, however, we can see hybrid PowerPoint presentations coming and have time to react.

Sure, you’ll need to adapt and do so quickly, but this time we’ll have a little extra time.

Maurizio, but are you sure that hybrid presentations are here to stay?

In my opinion, there is no doubt about it.

Let me tell you why.

Why Are Hybrid PowerPoint Presentations the Next Trend?

Microsoft’s Work Trend Index 2021 shows that 66% of leaders are considering evolving their corporate spaces towards a hybrid way of working.

After two years of Covid there is talk of returning to the office, and in many companies, employees have already largely returned, albeit equipped with the appropriate masks.

There is also a big debate between those who absolutely want to continue working remotely and those who want to return to the office.

It only takes a reasonable average of opinions to see that the middle ground will be a hybrid future. In the meantime, Teams Rooms and Zoom Rooms are now a reality.

Giants like Ricoh have released digital whiteboards to facilitate interaction in hybrid meetings .

Hotels and coworking spaces are also gearing up accordingly.

For example, NH Hotels has realized a beautiful hybrid meeting room setup project with cutting-edge technology.

WeWork has shared several articles about the importance of going back to in-person work, and they’ve hit the ground running with interesting hybrid work-ready setups.

In short, in this situation of global bewilderment, the business world seems to be taking a very clear direction and pointing directly towards a way of working that combines being in presence with the virtual.

All this clearly affects the world of our beloved PowerPoint presentations, which represent the voice of our business ideas, our way of communicating in professional terms.

But it’s all different now.

In fact, you can’t think of creating a PowerPoint presentation in the same way you used to do it, nor can you expect to walk into the boardroom and present the way you’ve always done it.

Producing effective hybrid PowerPoint presentations is already a must, and this time we have the opportunity not to be caught unprepared.

Were you already thinking about it?

In this article, I’ll summarize the key recommendations for dealing with this new type of presentation while maximizing the effectiveness of your communication.

Tip #1: Become a Hybrid Presenter

Remember when you used to walk into the boardroom, plug your laptop into the projector , launch your presentation in slideshow mode, and start presenting ?

Those days are very much over.

Today it isn’t quite so simple anymore but fear not – the basics remain the same.

So it’s not that different, Maurizio?

Let’s say it’s a bit more complex, but it’s all manageable if you proceed methodically.

Follow me and I’ll explain it to you.

First of all, you need to setup your hybrid presentation.

To do that, connect your laptop to the projector and make sure the screen is in extended mode (not shared).

This step is critical to have the control center on your laptop and use the projector screen to share slides with your two audiences .

So, you’ll have half of your laptop screen displaying PowerPoint in presenter mode, and the web conferencing tool displayed on the other half.

This way you can manage your presentation and be present in the virtual meeting for your remote audience.

Since this setup is implemented on your laptop, no one will see it but you.

Now, you can share the screen.

Or maybe not?

In fact, you could share the projector screen on which the PowerPoint slideshow will be projected (ALT + SHIFT + F5 shortcut) but I prefer to only share the slideshow.

That way, I’m sure your audience will only ever see the slideshow and nothing else!

I recorded this short video where I show you the steps on how to achieve this setup with just one screen.

With two, everything will be easier.

Would you ever have thought of using Microsoft Teams the way I showed you in the video?

When presenting in a hybrid way, you should always have in mind the experience your audience is having.

In Lean Presentation Design we always say that we design experiences and not slides , and it’s true! It is the experience of our audience that guides us in choosing the graphic and communicative layout of our presentations.

To succeed, you must have constant self-awareness in both your physical and virtual environment.

You should ask yourself, “how are the people in my two audiences seeing, hearing, perceiving me?”.

You will be the presenter, but also the director of the event. You will control the projector , the shared screens, your presence in the classroom and on camera.

Every detail is critical in delivering an effective presentation.

I could summarize the concept by saying that from a traditional presenter, in a hybrid setting you must take an extra step and become the director of your event.

Note: even a corporate meeting between colleagues is an important event. 

Therefore, in order to deliver a professional performance, you will need to be able to handle several tasks at once.

Don’t forget that you are also presenting in this context!

When presenting , I like to focus only on what I have to say and on my audience. I therefore tend to cut down on all activities that can distract me.

I therefore recommend that you set up and test everything before you start your presentation.

Yes, even if you are going to speak in a meeting room you need to keep in mind the setup of the virtual part, which can take time when dealing with unforeseen events.

After all, if you think about it, you’re targeting two very different audiences in terms of mode of use.

The virtual audience may not be able to talk, and in that case would only interact with you via chat . If you don’t have someone to read your messages, your presence in the chat stream becomes critical.

So, never forget about the remote audience part.

Finally, your position is also crucial. Pay special attention to windows that let in a lot of light, or you’ll risk being invisible to someone watching you remotely .

If, on the other hand, you are in a dark environment or you want to use an outline feature to make your silhouette stand out from the background and guarantee an optimal result, you’ll have to use lights.

Find out everything you need to know about lights in my ultimate guide to online presenting .

In summary, there are some beautiful light panels you can access on a shoestring budget that can totally change the delivery of your presentation.

In my case, when presenting from a seated position, I am very comfortable with the Elgato Key Light.

If you are presenting standing up, then you may have to resort to equipped rooms or perhaps some standing lights.

The Elgato Key Light is more of a desk arm light.

Either way, don’t neglect the lights, because they make all the difference.

Tip #2: Get Smart Equipment for Hybrid PowerPoint Presentations

If it used to be enough to show up with your laptop and, at best, an HDMI cable to be cautious, today that’s no longer enough.

I’ll share with you my travel setup that I just took a picture of:

See how many things I carry with me?

This is the setup for a fixed location – I wouldn’t carry a microphone that size if I were going to speak in a conference room or university.

However, there are a few tools that I always carry in my backpack so that I can be ready to present in any setting.

The main tool is the one you will never forget because it will always be with you: your smartphone.

Have you ever thought that with your smartphone you can enter the call and use it as a microphone and camera?

How do you mean, Maurizio?

I mean that you can join the call on Teams/ Zoom both from your PC , with which you’ll share the screen but in mute and with the video off, and from your smartphone, with which you’ll share audio and video.

On Teams you can even connect more devices associating them to the same profile.

Your smartphone’s shooting quality is above average for any laptop. Therefore, you’ve already taken a big step forward without taking up too much space in your suitcase.

If you want to use your smartphone as a camera, though, you’ll need to consider using a travel tripod.

The best ones, in my opinion, are the ones that are moldable in shape because you can use them as a stand in any circumstance.

For example, I’m using a moldable one at my current location to anchor my camera to the light panel arm:

Remember to always connect your smartphone to your laptop to prevent it from running out of battery power while streaming. So, don’t forget an extra USB/USBC cable to carry with you (watch out for Apple devices, they have a dedicated format).

Another essential tool is a Bluetooth headset, which also allows you to have a microphone.

This way, you’ll be free to step away from your laptop and move around the meeting room during your presentation, talking to the present and remote audiences at the same time.

Be careful though, not all Bluetooth headsets are suitable.

In fact, all Bluetooth tools, not being connected with a cable, tend to quickly run out of battery, and will run out faster and faster each time.

So, I recommend using airpods – type earbuds where one is untethered from the other. That way, you can use one while charging the other and then swap them out when the one you’re using runs out of power.

Some good alternatives to Airpods are these TOZO or VEATOOL earbuds.

Using earbuds to listen to online speakers implies that only you will hear the remote audience interact.

You need to ask yourself if you want the in-person audience to interact with the remote audience. If so, each person in the audience should have a microphone so they can respond, and you should pass the sound from your earbuds to the speakers in the meeting room.

You can usually switch it to the projector or external speakers.

However, you’ll need to make sure that every live participant is also connected to the virtual conference room on Teams/ Zoom .

Interaction is always a good thing but coordinating it can be tricky, and it can turn into chaos in no time.

So, if you have a large number of participants and you want to avoid problems in the interaction between the two audiences , you can ask the participants to interact via chat .

This way, you will always be the one doing all the talking.

If the live audience can’t hear the remote one, remember to repeat the questions you hear through your earphones.            

Tip #3: Plan the Post Presentation in Advance

It’s true that attending online meetings is much easier and smoother from an organizational standpoint. After all, you only need to log on for the time of the call, log off as soon as it ends and get on with your work.

In a hybrid mode, therefore, I expect that many will prefer to connect online rather than come to the classroom.

Unfortunately, though, there are many, often too many distractions that come into play during a virtual presentation.

The fact is that it’s so fluid that you often just launch it and continue working, answering emails, or perhaps responding to WhatsApp, which with its web version monopolizes our attention even on our PCs.

It’s up to you as a speaker to hold your audience’s attention, and in this guide I’ll share some advanced techniques for doing so: Online presentation: the ultimate guide .

One good technique is to record the meeting .

This way, those who didn’t attend can always watch it later.

I know, I know – there are different schools of thought.

Some say they shouldn’t be recorded so as not to give an extra excuse to get distracted, and some are in favor. Just recently, a fellow PowerPoint expert was explaining that by uploading his latest findings to a training portal that is also dedicated to former trainees, he has a way to keep generating value for them precisely because of these recordings.

I’m just going to share with you experience that happens to me when I train in my online Lean Presentation Design course .

Want to see the course program?

You can download the presentation from this page on my website.

And yes, I create presentations too!

A full course can take 6 or 7 virtual meetings , and it’s crucial not to miss any of them because otherwise you won’t be able to keep up with the subsequent meetings .

Since not everyone is always available during business hours, many people ask me to record the course so they can watch it at their leisure in the evening or over the weekend.

You never know when the best time for people is to watch one of your presentations, and it’s not that they don’t want to watch it or that you didn’t perform, it’s just that we all have such busy schedules that it becomes difficult to be connected all the time.

So, remember that starting to record is great for your audience.

After the event, you’ll no longer be sharing paper documents, and my advice is to digitize all handouts for both live and remote audiences (obviously).

Therefore, design your presentations in a Lean way so that they run smoothly during the event, but provide them with notes so that they can be easily turned into digital handouts when you will distribute them after the event.

How do you create a handout, Maurizio?

It’s very simple but really useful when you’re short on time and need to create a presentation that you can both present and share. All you have to do is write in the PowerPoint notes and then print in A4 format with the notes on the page.

Tip #4: Keep in Mind That the Two Audiences Will Have Different Experiences

Lean Presentation Design teaches us to focus on the experience we design for people.

When it comes to hybrid PowerPoint presentations, you’ll be presenting to two audiences who will be having very different experiences at the same time.

Creating a presentation for just one type of experience is not easy, let alone two at the same time!

So, how do you do it?

Always put yourself in your audience’s shoes and think about how they will experience your interaction with your presentation.

You already know how to deal with those who will be present : you will have to manage their attention bouncing between you and your slides . So, you’ll need essential slides that display your message without stealing attention from you for too long.

After all, your audience’s attention needs to be on you most of the time, and only occasionally should it go to the slides .

On the other hand, you also have a remote audience that will see the presentation on a laptop screen, at best.

In fact, it might as well be a smartphone or tablet screen.

So, for the virtual audience you’ll need very basic slides with large fonts.

In hybrid presentations it becomes essential to avoid walls of text on the slides , or the remote viewer won’t be able to see anything.

Avoid animations or transitions and carefully include video content that may not be heard or work well online due to connectivity issues.

How often do videos appear slow or have no sound?

In a hybrid presentation you may not even notice it, but you may compromise the understanding of those following you remotely .

Those following you in the classroom have you and your slides in front of them, but those following you remotely have their screens in front of them, often with many other applications open.

It would be enough if distractions stopped at those available on the screen. Those who follow you remotely may be doing other things outside of what they are doing on their PC .

Tip #5: Coordinate Interaction Between Those Who Are Present and Those Who Are Not

The two audiences know about each other’s attendance, but if you don’t invite everyone into the same call, they won’t see each other and won’t be able to interact anyway.

So, is it important to connect audiences by getting live attendees on the call?

There are pros and cons.

Obviously, if you want to get them to interact, it’s important that they can at least chat with each other.

It may happen that people stop following you in person and end up following you on the screen even if they are in attendance.

So, always keep an eye on who is listening to you in the classroom and figure out if you’ve lost them to the screen.

The two audiences can interact via chat – which you’ll need to keep track of – or they can talk to each other.

In that case, those in the room will also need to be present in the virtual room even if only to ask you a simple question.

It’s natural for those in the room to ask you something, but it’s up to you to make sure that the question is heard and understood by those following you remotely .

If the speaker has a microphone and is also communicating within the conference call tool, great; if not, you’ll have to be the one to repeat the question for the remote participants .

Repeating a question as you are asked is a great technique to get everyone’s attention and make sure no one is lost.

Similarly, a question asked by a remote participant needs to be picked up by everyone, and those in the room need to be able to interact with the person asking the question.

That’s why it’s important that those present in the room are also connected to the virtual conference room.

Tip #6: Optimize Your Performance for Both Audiences 

One of the biggest losses we’ve suffered with the advent of virtual presentations is human interaction.

I agree that content can be communicated online and that there is a way to do it very effectively, but that doesn’t mean that your live performance doesn’t have a different impact.

In business settings this is not always the case; but on many occasions, it can make a difference.

After all, there’s a difference between you being in the classroom versus behind a screen, right?

Presenting face-to-face today, however, is not like live presentations used to be.

In fact, at the very least you’ll need to wear a mask.

True, you can still use your hands to gesture and emphasize your messages, but you will completely lose your facial expressions.

So, looking for a solution, I’m beginning to believe that transparent masks, obviously up to health regulations, are a viable solution for us presenters.

Why the transparent ones?

For the simple fact that your expressions will be perceived and consequently so will the feelings you want to communicate.

Even a simple laugh can go unnoticed with a mask covering your face.

Have you ever tried a transparent mask? I’m curious to know your point of view in the comments.

Also, you should always keep in mind that your movement will be constrained by the camera’s field.

Never forget your virtual audience – even if you can’t see them, they are all there to listen to you.

Tip #7: How to Share Your Laptop Screen

You’ll arrive in the meeting room, connect your laptop to the projector like you always used to, and you’ll be ready for your in-person audience.

Don’t forget the remote one, though!

So, connect to the conference room and share your presentation slideshow.

You can share the slideshow or you can share monitor 2, aka the projector , but what matters is what you will see on your laptop.

In fact, you’ll need to have an eye both on the conference room – the only point of contact with your virtual audience – and on PowerPoint’s presenter mode in order to anticipate the commentary on the next slide .

To figure out your ideal setup, you can take a cue from the setup instructions for virtual presentations.

Conclusions

It would certainly seem that hybrid presentations are the new frontier and, from a certain point of view, a great new challenge for presenters.

Hybrid presentations are already happening all over the world, and there will soon be a lot of attention on this topic.

There are technical tricks that can really make a difference, and I think you can discover and test some interesting ones in this article.

Personally, I think the fundamental paradigm remains the same: design the user experience you want for your audience, that’s how you will derive your presentation. 

Have you already tried presenting in hybrid?

What have you learned?

Maurizio La Cava

About Maurizio

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Table of Contents

Hybrid Work Schedule: What It Is, Examples and How to Implement

A hybrid work schedule may be the best way for companies to go about office spaces, but it can also present challenges for businesses to confront.

Organizations are finding that their workforce is not keen to give up remote work . People who started working remotely due to Covid-19 overwhelmingly support it and want to continue doing so . Companies can no longer say that they can’t operate remotely (a common reason to avoid remote work pre-2020), but many don’t want to ask employees to come back to the office full-time. The most popular solution is the thing that every organization seems to be grappling with at the moment — the hybrid model.

What Is a Hybrid Work Schedule?

Hybrid work models incorporate in-office and remote work in an employee ’ s schedule. Each company develops a hybrid work model based on the needs of the company and the individual employee. There is no one-size-fits-all hybrid model.

Hybrid work incorporates a mixture of in-office and remote work in an employee’s schedule. Employees occasionally have the ability to pick and choose when they work from home and when they come into the office.

People refer to the hybrid model a lot, but there isn’t exactly one clearly defined example. Ultimately, it involves some combination of working remotely and from an office. So far, the hybrid model looks different for every organization, but there are a few clear themes. Whatever the specifics, however, companies that choose to incorporate a hybrid model will all face some challenges.

Use this guide to overcome common hybrid work challenges and optimize your hybrid work structure to meet your talent needs.

Types of Hybrid Work Schedules

Remote-first hybrid work schedule.

Many leaders are choosing to go remote-first, meaning that their operations will closely mirror those of a fully remote company, with a few exceptions. Notably, most will keep their offices as space for employees to work from. Some also won’t allow the same flexibility to every employee, meaning that they may require some employees to continue coming to the office if their job requires their physical presence.

Remote-first will look slightly different for everyone, but the main principle is that the company should act like a fully remote company with employees spread out across time zones and defaulting to online communication.

We can already see examples of businesses shifting to this structure. For instance, Quora announced that they were moving to the remote first model. Their CEO, Adam D’Angelo, explained their model thusly : “Remote work will be the primary orientation of our company — the default for all choices.”

This approach means that employees can relocate away from the office, but that the company will keep its office space for those employees who value it. Notably, he specified that he would not work out of the office or be there more than once a month and that the leadership team also wouldn’t be in the office.

Dropbox is also shifting to a remote-first orientation. Although Dropbox has office spaces worldwide, the company intends that their model be more prescriptive about how employees can use those spaces. In a blog post on this topic, the company said, “Dropbox Studios will be specifically for collaboration and community-building, and employees will not be able to use them for solo work.”

This dictum from Dropbox is a great example of remote-first thinking. The company will be less likely to run into some of the common challenges with the hybrid model if it has delineated specific uses for its office space rather than allowing operations to turn into a more office-centered version of the hybrid model.

Note that, just like fully distributed remote work, remote-first does not mean that teammates never see each other. Most fully remote companies organize some type of annual retreat , and many employees who live in the same city at remote organizations can occasionally choose to co-work together.

Office-Occasional Hybrid Work Schedule

Some companies are eager to get back to the office. Maybe they don’t want to lose money on unused office space, or they still aren’t sold on remote work. These businesses may set up a hybrid model that can be described as office-occasional.

The idea here is that employees come into the office a few times a week. Unlike Dropbox’s remote-first setup, in which office spaces are purely to be used for collaboration, this model uses the office to blend in-person collaboration and solo work. Depending on the company’s needs, this can be quite a loose policy (e.g., employees are instructed to come into the office two days a week of their choice), or there could be more firm guidelines (e.g., employees are expected to work from the office every Monday).

The core of this model is that the company isn’t going fully remote-first like the first example. Instead, they choose to keep an office and require employees to spend some time in it. Some employees may even want to spend more than the required amount of time there. Regardless, the workforce will be mostly local rather than distributed because employees have to come into the office occasionally.

Although this model ideally sits in the middle of remote-first and office-first, it can easily get pulled in either direction without clear guidelines. For that reason, it’s important to establish best practices for communication early on. Leadership should also pay close attention to the varying experiences of teammates depending on how often and how regularly they work from the office.

Office-First, Remote Allowed Hybrid Work Schedule

Another option is to keep both the office and remote work but designate the office as the primary place for working. This was a common setup prior to Covid-19; companies would have a small percentage of their workforce be remote and the rest worked from one main office space. This approach is particularly common if the entire leadership team is in the office. The rest of the company is likely to become office-centered by default as the leadership team will generally have in-person conversation and collaboration, excluding remote workers.

In this model, the company offers a remote work policy and might have some employees scattered, but those who work in-office and those who don’t are differentiated by the connections and opportunities in-office folks get by working so closely with the leadership team.

Another way for this setup to take shape is if the bulk of employees work from the office, including most of a specific team. For example, if most of the marketing team is in-office but a few individuals choose to remain remote, there’s a good chance the rest of the marketing team will have conversations without them and form closer relationships purely as a result of working together every day. Overall, the biggest pitfall of this approach is that remote workers can end up feeling like second-class citizens. They also often have fewer career opportunities. That combination is bad for employee engagement , productivity and retention.

Examples of Hybrid Work Schedules

• Split Schedule:  Employees split up their work week so they spend days in the office and at home.
• Team-Driven Schedule:  Each team in a company determines where they would like to work throughout the week.
• Company-Driven Schedule:  Company leadership determines which days employees will be set to work in-office and at home.
• Staggered Schedule:  In addition to determining what days to come into office, staggered hybrid schedules also determine what times employees should arrive and depart from work.
• Full-Flexibility Schedule:  Allow each employee to choose where they would like to work.

Hybrid Work Schedule Best Practices

A hybrid model can seem like an easy solution to the current problems companies face because they get to keep their office space while also accommodating both those who prefer in-person and those who prefer remote work. As with most things, however, the easiest solution isn’t always the best. The hybrid model may seem like an easy solution, but it’s not without hurdles that must be overcome.

Pay Attention to Where Leadership Works

A big part of successfully running a hybrid model is determined by where the leadership team spends their time. If the company leadership works primarily from the office, other people will also likely want to work from the office. This arrangement could unintentionally shift things to an office-first culture if it wasn’t already the case.

Quora’s CEO was explicit on this point : “I will not work out of the office, and I will visit the office no more than once a month. Our leadership teams won’t be located in the office.” Here, D’Angelo makes it clear that the company recognizes that there are often benefits to working alongside the leadership team in-office and that, to fully embrace their remote-first culture, leadership needs to work primarily remotely.

An unbalanced culture in which leadership is primarily in the office could lead to inequalities around recognition. Employees who choose to work alongside leaders in the office space will be more visible and may attract more attention to their work. This setup ultimately disincentivizes remote work and can lead to remote workers feeling like an afterthought.

Be Aware of Who Is Promoted and Recognized

Along these lines, Dropbox raised a significant issue that many people have flagged with the hybrid model — promotions might not be awarded equally. As Dropbox’s statement said, “Hybrid approaches may also perpetuate two different employee experiences that could result in barriers to inclusion and inequities with respect to performance or career trajectory.”

Research on this topic supports the idea that office workers are more likely to be promoted. According to a survey by Gartner , 64 percent of managers are more likely to give office-based workers a higher raise than remote workers as they believe that office workers are higher performers. Despite this bias, the data shows that full-time remote workers are 5 percent more likely to be high performers than their office-bound counterparts.

Organizations can mitigate this problem by having leadership and managers work primarily remotely so that they aren’t unintentionally privileging in-office workers. They can also train managers to identify biases against remote workers while they’re doing performance reviews. Doing so will ensure that remote workers have a chance to grow with the company, leading to better long-term retention .

Offer a Consistent Hybrid Work Experience

One of the other pitfalls of the hybrid model is that it’s more likely to make remote workers into second-class citizens. As much as possible, organizations should strive to give remote and in-office employees the same experience by creating guidelines that prioritize communicating online over in-person.

The company should plan meetings and events with remote workers in mind. Rather than gathering most people in a meeting room and having remote workers join from a screen to the side, everyone should have the same experience by joining the meeting remotely from their own laptop. This way, remote workers won’t feel uncomfortable speaking up or contributing.

By shifting most communication to online rather than in-person, organizations are also less likely to have issues arise from remote workers not being aware of certain conversations or decisions that have been made in-person. Prioritizing online-first communication is a simple step that offers a huge number of benefits to a hybrid workspace.

More From Hailley Griffis How to Better Handle Crisis Communications

Benefits of a Remote-First Hybrid Work Schedule

Reduces workspace inequalities.

The remote-first hybrid work schedule avoids many of the pitfalls of having employees split between office and remote and puts the whole company on a level playing ground rather than rewarding those who work from the office .

Allows Flexibility

A strong remote-first culture will not just mitigate the inequalities that naturally arise with hybrid workspaces, it will allow employees the flexibility to work from where they feel most productive . For some people, this means not working from home.

Christelle Rohaut is the CEO of Codi , which offers daytime workspaces in private homes close to where users live. She’s seen firsthand that working from home isn’t always the best solution: “Assuming that everyone can be as productive and fulfilled working from home is just not inclusive. Many do not have the right conditions at home to feel productive every day (roommates, kids, studio, etc.).”

Provides Co-Working Opportunities

Although much of the current conversation focuses on the difference between working from home versus working in an office, there is also a third option that provides an alternative place for remote workers to work, allows for in-person collaboration and doesn’t require an office — co-working.

Co-working has always been popular in the remote work world as a way to still get occasional in-person interaction without needing to be tied to an office space. As I mentioned above, even fully remote or remote-first organizations will still gather occasionally to co-work. At Buffer, if we have several teammates in one city, they arrange occasional days where they gather at a co-working space and work alongside each other for the day.

Offering a co-working option is a natural fit for full remote teams and the remote-first hybrid model. Some remote workers still prefer to work outside of their homes, and pre-2020 remote work was not necessarily synonymous with working from one’s home.

Remote work doesn’t need to be synonymous with working from home or with never seeing colleagues. The most successful way to do remote work, however, does mean thinking remote-first and not setting up processes for remote workers as an afterthought. This extra planning and attention can ensure the success of the hybrid model and is less likely to leave remote employees feeling left out and unengaged , something most companies are working hard to avoid.  

Frequently Asked Questions

What is a hybrid work schedule.

A hybrid work schedule is a work model where employees work in-office and remotely throughout the week. Hybrid schedules can vary depending on the company and its teams' needs.

How many days a week is a hybrid schedule?

Hybrid work schedules may involve working three days in-office and two days at home, or vice versa, in a five-day work week. They may also involve working four days in one location and one day in the other location during the week.

Importantly, each hybrid work schedule will operate differently based on the company and its policies.

What are the benefits of a hybrid schedule?

Implementing a hybrid work schedule can allow increased work flexibility, reduce workspace inequalities and provide co-working opportunities for remote-first employees.

Recent Company Culture Articles

Figure Out the Right Hybrid Work Strategy for Your Company

by Mark Mortensen

Summary .   

As leaders grapple with how to return their teams to the office, they face an additional challenge when discussing hybridity: What they think is a single discussion is in fact three different discussions in disguise, each with different objectives. It’s a bit like trying to declare a winner among three teams that are each playing a different sport. In this case, the three conversations are about productivity, staffing, and culture, and each has its own objectives, arguments, and proponents. The author breaks down these three conversations and provides steps for how to navigate them.

Over the past few months, I’ve spoken with many executives wrestling with what the return to the office should look like for their organizations. They’re looking for answers to a barrage of interrelated questions, like: What’s the real cost of hybrid working for our bottom line and our ability to deliver on our promises? How much flexibility do employees want and need? Who should make the decision about who does and doesn’t get to work remotely? Can we maintain our culture if people aren’t spending as much time together in the office? How can we effectively onboard new employees remotely?

These are complex challenges requiring leaders to meet varied criteria while considering multiple stakeholders in the context of a volatile, uncertain, and complex environment. Before you can figure out the particulars of hybrid work, though, you must start with an understanding of what makes conversations about hybridity so difficult.

By hybridity, I mean work configurations that include employees who are co-located in the same physical space as well as employees working remotely. My conversations with senior executives have made it clear that beyond the complexity of the decision itself, many leaders face an additional challenge when they discuss hybridity: What they think is a single discussion is in fact three different discussions in disguise, each with different objectives. It’s a bit like trying to declare a winner among three teams that are each playing a different sport. In this case, the three conversations are about productivity, staffing, and culture, and each has its own objectives, arguments, and proponents. We’ll take a look at the three conversations — and how to navigate them.

The three conversations

Productivity. We know that hybridity affects employees’ and teams’ abilities to collaborate effectively, but how and how much remains an active debate. Some argue that working side by side in an office allows for rapid transfer of information and collaborative work that can’t be matched by working from home , while others counter that employees are as — if not more — productive when given the freedom to control their own schedules and to be unconstrained by geographic and temporal boundaries. This conversation seeks to determine the optimal form and mix of work arrangements to allow your organization to deliver on its commitments.

Staffing. The great work-from-home experiment has clearly changed employees’ expectations of — and desires for — how they should be allowed to work. Claims that some percentage of employees will quit if not allowed to work from home suggest that organizations that don’t offer current and prospective employees significant flexibility will find themselves at a disadvantage when it comes to attracting and retaining them.

Just as we saw the proliferation of foosball tables, baristas, and other on-site amenities (gyms, dry cleaning, acupuncture, etc.) among tech companies competing to be the hippest place to work, many argue that flexibility is becoming a new battle ground in the war for talent. This conversation looks to ensure that your company’s approach to hybrid and remote work allows it to succeed in a talent market that’s increasingly virtual and therefore global and competitive.

Culture. When instilling and maintaining a company’s guiding values, beliefs, and norms, we’ve historically relied heavily on new and old employees experiencing that culture through firsthand exposure. This comes as no surprise given that much of our true culture (not just what we write down in value statements) is often tacitly understood or even subconscious. There are widely differing opinions on whether it’s possible to communicate cultural beliefs, norms, and assumptions via technology , as well as on how to best do so.

Making matters more complex, we now face a potential fracture between more senior employees who learned a culture through firsthand experience and new entrants who didn’t have that same onboarding experience. If you assume a normal turnover rate (say, 10% per year), then that means that 10% of every organization’s workforce has likely never been in the office, at least in pandemic regions. What are leaders going to do about that? Will this be a lost generation or lost year, or will this be the pivot? This conversation attempts to ensure that your hybrid and remote work model doesn’t irreparably damage or dissolve the culture that makes your organization what it is.

Why is this a problem?

Each of these three conversations about hybridity focuses on a different set of challenges and uses different criteria to assess success. The problem arises when we discuss hybridity without differentiating between the three. Making matters more difficult is the fact that each of these conversations aligns with a different leader mindset, often deeply held and quite engrained.

Take a minute and reflect and I’m quite sure you can think of a leader in your organization who embodies each of these perspectives. The productivity-focused leader contends that at the end of the day, all that matters is what you produce, typically arguing that success comes from optimizing workflows and processes. The people-focused leader argues that your advantage is who you have working for you, believing that with the right people, the organization can tackle any problem that arises. The culture-focused leader believes your organization succeeds because of how you work; while it’s hard to put your finger on, it’s the secret sauce that sets you apart from the competition.

Even without the questions of hybridity on the table, these tensions between performance, staffing, and culture are difficult to reconcile. The hybridity discussion, however, brings them front and center, as operational decisions about who works remotely, when, and how are directly linked to all three.

What do we do about it?

As with all complex decisions, it’s easy to lose your way as you try to reconcile the different elements. Keeping the arguments clear, comparable, and minimally affected by individual motivations is a challenge as individuals and even more so in a group setting. I’ve found that organizations benefit from viewing this as a collective problem-solving task and taking cues from research on negotiations and decision science, which for years has covered understanding how to best tackle such scenarios among multiple stakeholders with unshared and often hidden preferences and information. Here are three steps for leaders based on that research.

Step 1: Surface the differences and recognize the value in each position.

Decision makers must recognize not only the existence of each of the three discussions, but also the fact that each is an important piece of the hybridity equation. Here’s how to identify the objectives key stakeholders care about and how they relate:

• Collect data: Use a short survey to ask each stakeholder their top priorities and objectives when it comes to setting hybrid/WFH policy. Research on decision making clearly shows that gathering opinions independently and anonymously will provide the most accurate and comprehensive understanding of positions. Collate those individual responses into a superset list of everything on the table. When you do, pay attention to response rates. If you aren’t hearing from an important portion of your workforce (e.g., you’re only hearing from the zealots), your data isn’t valuable and might even be misleading.
• Visualize: Next, you need to help decision makers understand the “lay of the land,” and visualization is the key to doing so. Start by getting each stakeholder to rate the importance of each of the criteria in the superset list. This can be done by segmenting a board based on the priorities and having people place numbered sticky notes to show their preference. Alternatively, I use polling software to have decision makers rate the elements on their phones and let the software show the distribution of ratings for each. If doing this synchronously is not possible, it can be done via a second survey, but the effect and benefit is much stronger when the visualization is done collectively.
• Make sense of the data collectively, with a focus on tensions: Based on the data you’ve generated, discuss as a group what the data tells you about your collective priorities. For example, you may find that one stakeholder prioritizes employee choice as a means to attract talent, another stresses the need for innovation-driving random interactions, and a third campaigns for face time to maintain the company culture.

With this on the table, the challenge is how to negotiate the trade-offs among them — and remember that the best decision is rarely achieved by majority rules. Sometimes, resolution will naturally result from a discussion about the data. However, other times, the relationships are more complex and the decision-making process is subject to biases , so don’t hesitate to employ a more structured approach. There are many decision support tools available (my preferred tool is the Matrix of Change ). What’s most important is that the approach resonates with the stakeholders, so use whatever is most familiar. Your objective here is to agree not on what the right hybridity solution is, but on what the data says you care about.

Step 2: Focus on integrative solutions.

Now that you have the critical foundation of understanding everyone’s positions, it’s time to shift to solution mode. The ideal, of course, would be to achieve a single solution that’s optimal across all criteria and stakeholders. Give that discussion a shot, and you may find a relatively straightforward path to a new policy. However, it may instead become clear that such a solution may not be possible, or is unlikely to be recognized in any reasonable amount of time.

In that case, think about the research that shows that you can effectively increase the pie when you make multiple equivalent simultaneous offers (MESO). In other words, think about how you can bundle potentially competing elements into a few alternatives that have the same overall value to the group. The good news is that in the preceding steps, you already figured out all the weights and preferences, and on top of that, the process of coming up with MESOs forces you to be more flexible and creative in your solutions. MESOs can get complex when there are too many issues involved, so think about how you can break it down into smaller pieces. Focusing people on that process and subsequently on comparing not their position against yours but a solution that’s 30/30/40 across yourself and two others against one that’s 30/40/30 or 35/30/35 is likely to be less contentious and more likely to lead to greater overall value.

Step 3: Revisit

While hybrid work is here to stay, if there’s one thing we know about today’s VUCA (volatile, uncertain, complex, and ambiguous) world, it’s that our work environment is incredibly complex and continually changing. It’s therefore unrealistic to think that you’ll get it right the first time around or that if you do, it will remain the right approach indefinitely.

Drawing from the core principles underpinning agile and similar approaches, the best way to ensure fit in volatile environments is to use a process that includes a planned reevaluation and reassessment. Since you will have gone through this process once, you only need to look at areas where either priorities or options have changed. If none have, keep on going until your next planned reassessment. But if something has changed, set aside a few minutes to assess if it changes your conclusions and if so, revisit and revise them.

The length of time between reevaluations depends on the volatility of the environment affecting the three conversations: your market, labor pool, and culture. If these are changing rapidly, make sure you check more frequently that your policy remains aligned. At the end of the day, building in an “expiration date” into your approach to hybridity ensures that you won’t get a nasty surprise of a policy that has long since passed its viability.

In the end, this approach won’t dictate what your company’s approach to hybrid working should be — that needs to be as unique as your organization itself. However, taking a process-based approach does maximize the likelihood that you’ll find the best balance between the needs of your customers, your employees, and your organization.

Partner Center

Work Trend Index Annual Report

Great Expectations: Making Hybrid Work Work

From when to go to the office to why work in the first place, employees have a new “worth it” equation. And there’s no going back.

March 16, 2022

Illustration by Sébastien Thibault

W We’ve been on the cusp of the shift to hybrid work for more than a year , with false starts attributed to a pandemic that had other ideas. Now, we’re at a long-awaited inflection point: the lived experience of hybrid work. Already, hybrid work is up seven points year-over-year (to 38%), and 53% of people are likely to consider transitioning to hybrid in the year ahead. 1 e’ve been on the cusp of the shift to hybrid work for more than a year , with false starts attributed to a pandemic that had other ideas. Now, we’re at a long-awaited inflection point: the lived experience of hybrid work. Already, hybrid work is up seven points year-over-year (to 38%), and 53% of people are likely to consider transitioning to hybrid in the year ahead. 1

One thing is clear: We’re not the same people that went home to work in early 2020. The collective experience of the past two years has left a lasting imprint, fundamentally changing how we define the role of work in our lives. The data shows the Great Reshuffle is far from over. Employees everywhere are rethinking their “worth it” equation and are voting with their feet. And as more people experience the upsides of flexible work, the more heavily it factors into the equation. For Gen Z and Millennials, there’s no going back. And with other generations not far behind, companies must meet employees where they are.

As leaders puzzle over how to make hybrid work work , big questions loom: What is the role of the office? How do teams build social capital in a digital-first world? The challenge ahead for every organization is to meet employees’ great new expectations head-on while balancing business outcomes in an unpredictable economy.

To help leaders navigate the uncertainty, the 2022 Work Trend Index outlines findings from a study of 31,000 people in 31 countries, along with an analysis of trillions of productivity signals in Microsoft 365 and labor trends on LinkedIn. While we’re all learning as we go, the findings reveal an urgent opportunity—and responsibility—for leaders to approach the transition with intention and a growth mindset, or risk being left behind.

Download the full report

Key Findings

Five urgent trends business leaders need to know in 2022:

Employees have a new “worth it” equation.  

Managers feel wedged between leadership and employee expectations.  

Leaders need to make the office worth the commute.  

Flexible work doesn’t have to mean “always on.”  

Rebuilding social capital looks different in a hybrid world.  

Employees have a new “worth it” equation.

of employees are more likely to prioritize health and wellbeing over work than before the pandemic.

of Gen Z and Millennials are likely to consider changing employers this year, up 3 percentage points year-over-year.

The experience of the past two years has reshaped our priorities, identities, and worldview, drawing a bright line between what’s important—health, family, time, purpose—and what’s not. As a result, employees’ “worth it” equation—what people want from work and what they’re willing to give in return—has changed. The power dynamic is shifting, and perks like free food and a corner office are no longer what people value most.

In our study, 47% of respondents say they are more likely to put family and personal life over work than they were before the pandemic. In addition, 53%—particularly parents (55%) and women (56%)—say they’re more likely to prioritize their health and wellbeing over work than before.

Changing perceptions of work

And employees are acting on their newfound priorities. In 2020, 17% of people left their jobs, and we see that trend continuing—reaching 18% in 2021. The top five reasons employees quit were: personal wellbeing or mental health (24%), work-life balance (24%), risk of getting COVID-19 (21%), lack of confidence in senior management/leadership (21%), and lack of flexible work hours or location (21%). Somewhat surprisingly, “not receiving promotions or raises I deserved” landed in number seven on the list at 19%, further illustrating the shift in priorities.

Priorities have shifted

Survey respondents were asked, “Compared to before the COVID-19 pandemic, how likely are you to prioritize your health and wellbeing over work?”

The data also shows the Great Reshuffle is far from over. In the year ahead, many hybrid employees (51%) say they will consider a switch to remote, and even more remote employees (57%) say they’ll consider a switch to hybrid. At the same time, 43% of employees are somewhat or extremely likely to consider changing jobs in the coming year, up slightly year-over-year from 41%. Some generations are even more likely to consider changing employers—more than half (52%) of Gen Z and Millennials combined may change jobs in the year ahead, up 3 percentage points since last year. By comparison, only 35% of Gen X and Boomers say they’re considering a job change.

And the desire for flexibility extends to leadership, too—47% of leaders are likely to consider applying for jobs not near their homes in the next year.

The workforce is still in transition

Many hybrid employees are considering a switch to remote while even more remote employees are considering a switch to hybrid in the year ahead.

Respondents were asked, “Thinking ahead, how likely are you to consider doing the following in the next year?” Percentages shown in graphic include those who are somewhat or extremely likely to shift to remote or hybrid work in the year ahead.

Illustration by Valerio Pellegrini

For Gen Z, there’s no going back

For younger employees, flexibility, mobility, and entrepreneurial freedom are non-negotiable.

58% of Gen Z are considering changing jobs in the year ahead versus 43% overall.

58% are considering a shift to hybrid work in the year head versus 53% overall.

56% are considering a shift to remote work in the year ahead versus 49% overall.

70% are considering earning additional income outside their current employer via a side project or business in the year ahead versus 59% overall.

LinkedIn data says Gen Z is the most mobile generation on the platform: since the pandemic began, their migration rate is up 23% in the U.S.

52% of Gen Z hybrid employees say they’re moving to a new location because they’re able to work remotely versus 38% overall.

Gen Z’s likelihood to engage with a company posting on LinkedIn if it mentions “flexibility” is far higher (77%) than Millennials (30%) and others on the platform.

Compared to last year, geographic migration is slowing. Today, 38% of respondents are considering moving because they can work remotely at their current job ( compared to 46% in 2021), while 30% are likely to consider a move in the year ahead even if it requires finding a new job that lets them work remotely. Gen Z and Millennials are even more willing to change jobs in order to live in a different location (44% and 38%, respectively), while just 27% of Gen X and 17% of Boomers are considering the shift.

What are employees looking for in a job now? Beyond pay, the top five aspects of work that employees view as “very important” for an employer to provide are: positive culture (46%), mental health/wellbeing benefits (42%), a sense of purpose/meaning (40%), flexible work hours (38%), and more than the standard two weeks of paid vacation time each year (36%). While new-to-the-workforce Gen Z shares the same top three priorities, they list positive feedback and recognition as their fourth priority, while ranking a manager who will help advance their career in fifth place.

“Covid has not been all doom and gloom for me. It forced me to dig deep and reevaluate what is important.”

Self-employed education professional, Canada

And many employees are looking beyond their “day job” for creative opportunities. Fully 70% of Gen Z and 67% of Millennials say they are considering earning additional income via a side project or business in the next year. For leaders, this is creating new challenges—not just in attracting and retaining top talent, but in engaging current employees who increasingly define and design their careers around creative pursuits.

In all, there’s no erasing the lived experience—and lasting impact—of the past two years. A few months of remote work could have been a blip, but 24 months in, people have proved you can be a great employee and have a life. Now, flexibility and wellbeing are non-negotiables that companies can’t afford to ignore.

Key takeaway: Meeting these new employee expectations will require a mindset shift that considers the experience of the past two years. Employees’ “worth it” equation has changed—and there’s no going back. The best leaders will create a culture that embraces flexibility and prioritizes employee wellbeing—understanding that this is a competitive advantage to build a thriving organization and drive long-term growth.

Managers feel wedged between leadership and employee expectations.

of managers say they don’t have the influence or resources to make change for employees.

of managers say leadership is out of touch with employees.

The past two years have taught us that culture will stand or fall with managers. But many managers feel stuck between leadership and new employee expectations, and they feel powerless to drive change for their team. Over half of managers (54%) feel leadership at their company is out of touch with employee expectations. And 74% say they don’t have the influence or resources they need to make changes on behalf of their team.

The source of this tension is clear as business leaders seek a return to what once was; 50% of leaders 2 say their company already requires, or plans to require, full-time in-person work in the year ahead. This percentage is even higher for leaders in the manufacturing (55%), retail (54%), and consumer goods (53%) industries.

This stands in sharp contrast to the data on the importance of flexible work to employees. Over half of respondents (52%) say they are likely to consider shifting to hybrid or remote work in the year ahead. And remote and hybrid jobs are still on the rise. According to LinkedIn, in March of 2020, 1 in 67 U.S. jobs offered a remote work option. Today, that number is about 1 in 7. And remote jobs on LinkedIn attract 2.6 times more views and nearly 3 times more applicants compared to on-site roles.

Back to the office

Many leaders say their company is planning a return to the office full time within the next year, but a majority of employees prefer the flexibility of remote and hybrid work.

50% of leaders in information worker roles say their company is currently or planning to focus on requiring full-time in-person work in the year ahead, while 52% of respondents say they are somewhat or extremely likely to consider going remote or hybrid in the year ahead.

There’s no question technology helped preserve productivity during the pandemic, but fears about lost gains may be factoring into the pullback to in-person work. Despite 80% of employees saying they are just as or more productive since going remote or hybrid, 54% of leaders fear productivity has been negatively impacted since the shift.

“ There’s no erasing the lived experience and lasting impact of the past two years. Empowering managers to adapt to new employee expectations helps set businesses up for long-term success. ”

Jared Spataro, CVP, Modern Work, Microsoft

Leaders have spent the past two years under crushing pressure, shepherding their people and organizations through uncertainty amid unprecedented economic challenges. It’s easy to imagine why they might see a return to the office as the solution. But now, leaders have a new and urgent challenge in an uncertain economy and labor market: setting the standard for flexible work in a way that balances business outcomes with new employee expectations.

Key takeaway: An important lesson of the past two years is that managers embody and instantiate the culture for every organization. Managers are a critical bridge between evolving employee expectations and leadership priorities. If empowered, they hold the key to unlock the potential of hybrid work. Equip them with the resources and training they need to manage the transition. While policy is set at the top, leaders need to decentralize decision-making and empower managers to make change on behalf of their employees’ individual needs.

Leaders need to make the office worth the commute.

of hybrid employees say their biggest challenge is knowing when and why to come into the office.

of leaders have created team agreements for hybrid work to define why and when to go to the office.

As the world shifts more fully into hybrid work, the biggest opportunity for business leaders is to reimagine the role of the office and create clarity around why, when, and how often teams should gather in person. More than a third (38%) of hybrid employees say their biggest challenge is knowing when and why to come into the office. Yet few companies (just 28%) have established team agreements to clearly define the new norms.

Making the office work for all employees will take radical intentionality. There’s no one-size-fits-all approach: Experiment with “Team Tuesdays” or in-person office hours between 12 p.m. and 2 p.m., two days a week. Consider quarterly offsites that bring far-flung teammates together regularly. The key is for managers to provide clear guidance to employees as they experiment and learn what works for the team.

“You must design workplaces with enough flexibility to support every employee . A mix of quiet places, collaboration areas, and touch-down locations helps ensure everyone can be connected, engaged, and productive.”

Michael Ford, CVP of Global Workplace Services

This intentionality extends to hybrid meetings. Making hybrid meetings a great experience for everyone requires investing in three things: hardware, software, and culture. Start by augmenting existing hardware with AI-powered cameras designed for the people not in the room; consider adding larger screens to give everyone a seat at the table and create a canvas for collaboration. Second, have everyone join Teams —including those in the room—to create a shared experience. Third, create new cultural norms for hybrid meetings to help everyone feel included and able to contribute.

Hybrid work requires new team norms

Few companies have created new team norms to ensure time together is intentional.

Hybrid employees were asked, “Which of the following have been the biggest challenges for you personally in working a mix of remote and in person?” Remote employees were asked if they were “thriving or struggling” when it comes to feeling included in meetings. Leaders were asked, “What has your company done to ensure remote workers are not disadvantaged/have an equal opportunity to succeed and contribute?”

Data suggests companies are making progress on investments in space and technology, but there’s more work to do on culture. On technology and space, monthly use of Microsoft Teams Rooms, optimized for hybrid collaboration, has more than doubled year-over-year. And 54% of leaders are currently redesigning meeting spaces for hybrid work, or plan to in the year ahead. However, despite 43% of remote employees and 44% of hybrid employees saying they do not feel included in meetings, just 27% of organizations have established new hybrid work meeting etiquette.

Key takeaway: Leaders must establish the why, when, and how of the office. This means defining the purpose of in-person collaboration, creating team agreements on when to come together in person, defining hybrid meeting etiquette, and rethinking how space can play a supporting role. Organizations that fail to grasp the new intentionality required to define the role of the office risk missing out on the true benefits of hybrid work.

Microsoft’s new hybrid meeting etiquette will be posted physically and digitally for the company’s 180,000 employees in over 100 countries around the world.

Flexible work doesn’t have to mean “always on.”

Increase in weekly time spent in meetings for the average Teams user since February 2020

Increase in chats sent per person since March 2020

The trillions of anonymized productivity signals across Microsoft 365 show flexible work in action. But as employees make flexible work work for them, there’s still a need to combat digital exhaustion.

On the face of it, for the average Teams user, meetings, chat, workday span, and after-hours and weekend work have all risen over the past two years. 3

Meetings are still consuming a lion’s share of our time. Since February 2020, the average Teams user saw a 252% increase in their weekly meeting time and the number of weekly meetings has increased 153%. The average Teams user sent 32% more chats each week in February 2022 compared to March 2020 and that figure continues to climb. Workday span for the average Teams user has increased more than 13% (46 minutes) since March 2020, and after-hours and weekend work has grown even more quickly, at 28% and 14%, respectively.

Work is more flexible, but digital overload is still a risk

After-hours work and workday span are still increasing, as are the number of weekly meetings and chats per person.

Analysis of collaboration activity across Microsoft 365 tools the past two years. This visualization is based on aggregated data, without personal or organization-identifying information.

Making flexible work sustainable

Tips from Mary Czerwinski and Shamsi Iqbal, two Microsoft researchers with decades of experience studying productivity, focus, and wellbeing.

Make it a team practice to ask, “Could we cover this in email or chat instead?”

Look for opportunities to divide and conquer meetings with team members

Use the “required” and “optional” lines of meeting invites to help people prioritize their time

Block focus time on your calendar for personal productivity and wellbeing, and protect it

As a team, consider designating certain days or time blocks “meeting-free”

Share an agenda ahead of the meeting and assign an owner to each part

Create team norms around established breaks between meetings (e.g., start all meetings at five or 10 minutes after the hour)

Keep meetings as short as possible; if they’re longer than 30 minutes, include a five-minute break

Avoid scheduling large, presentation-only meetings in the first hour of the workday, when people tend to multitask and catch up on emails and to-dos

Use the delay delivery feature in Outlook for emails outside of established working hours

As a team, set expectations on response time to emails and chats sent outside of working hours

Use NOT URGENT in the headline of emails or chats when your colleague is in a meeting or it’s outside of working hours

Share meeting-related documents ahead of time and ask for comments so participants can review asynchronously

Record meetings and share notes with invitees afterward

Despite the digital overload, people are making flexible work their own, taking control of their time and reshaping the workday. Productivity patterns in Outlook show people are becoming more intentional about taking breaks, avoiding double booking, and establishing meeting-free work blocks. Between March 2021 and February 2022, anonymized Outlook calendar data shows the average number of overlapping meetings per person per month decreased by 44%. Compared to last year, teams are starting meetings later on Mondays and wrapping up earlier on Fridays. There are also fewer noon meetings, which may point to people taking a midday break. More employees are also using their vacation time, with out-of-office time blocks on calendars increasing by 10% in the past year.

While meetings are up overall, they are getting shorter and more ad hoc. As employees find digital equivalents to the “drive by” or “hallway” conversation, unscheduled, ad hoc calls have risen 8% in the past two years and now make up 64% of all Teams meetings. And meetings under 15 minutes now make up a majority of all meetings (60%) and are increasing more than any other meeting length (39% between February 2021 and 2022).

The data also shows the shift to asynchronous work as part of the new normal. Monthly use of meeting recordings that allow people to catch up on meetings, training, and town halls on demand has more than doubled since March 2020 4 . And new patterns—like the “ triple peak day ”—are emerging as some people leave the 9 to 5 behind to do what works for them.

“Because everyone is working at different times and in different places, it’s important to shift as much work as you can to be asynchronous and get really intentional about the use of the synchronous time you have together,” says Jaime Teevan, Microsoft’s Chief Scientist.

Meeting habits are changing

Meetings now start later on Mondays and finish earlier on Fridays, and there are fewer meetings at lunchtime. While 9-11 a.m. is the most used meeting time, 2-3 p.m. is rising in popularity.

Taken altogether, the data indicates that employees are doing what they can to make flexible work their own but making flexible work sustainable long-term will require new team norms to guard against being “always on.”

Key takeaway: Teams need to create new norms around flexible work to reduce time spent in meetings and empower people to hit the off switch. This should not be a solo effort, but a team-led movement to establish more sustainable hybrid work practices.

The metaverse is coming to work.

We also asked respondents about emerging technologies at work.

52% of employees are open to using digital immersive spaces in the metaverse for meetings or team activities in the next year.

47% of employees are open to representing themselves as an avatar in meetings in the next year.

51% of Gen Z and 48% of Millennials envision doing some of their work in the metaverse in the next two years.

16% of employees say they never expect to do any work in the metaverse.

13% of employees say they don’t know what the term ‘metaverse’ means.

“Avatars and the metaverse bring us one step closer to making people feel like they’re together even when they are physically apart,” says Mar Gonzalez Franco, principal researcher at Microsoft Research. “Our early research shows that when compared to an audio-only call, people feel more engaged, more present, and even more comfortable when using an avatar in a meeting. The people you are speaking with are better able to see your body language, and back-and-forth conversations feel more natural.”

Leaders need to consider how emerging technologies like the metaverse and AI can augment collaboration and facilitate co-creation and creativity in a distributed work world.

Millennials and Gen Z are more likely to envision doing some of their work in the metaverse in the next two years.

Rebuilding social capital looks different in a hybrid world.

of hybrid employees say they’re likely to go remote in the year ahead.

of leaders say relationship-building is the greatest challenge in remote and hybrid work.

One of the most felt aspects of remote and hybrid work is the impact it’s had on our relationships. Last year’s Work Trend Index revealed that teams became more siloed, and this year’s study shows the trend one year later.

Work Friends Matter, Too

In addition to looking at formal workplace relationships, our research explored deeper workplace friendships.

59% of hybrid employees and 56% of remote employees have fewer work “friendships” since going hybrid or remote.

This may be contributing to feelings of loneliness. 55% of hybrid employees and 50% of remote employees feel lonelier at work than before going hybrid or remote.

66% of respondents say doing informal coffee chats virtually feels like “more of a chore” than an in-person get together.

Organizational psychologist Constance Noonan Hadley describes loneliness at work as the belief that, “Few people truly know me or would support me in my time of need.” And research shows loneliness at work brings health problems, reduced productivity, turnover, and burnout. Hadley says, “Without a new approach, employee isolation and disconnection will continue to grow—regardless of whether people are back in the office. The post-pandemic transition provides the perfect opportunity to put the structures and rewards in place to facilitate a more connected workforce.” Managers should prioritize time for employees to connect in more deep and authentic ways beyond the to-do list and foster a culture that rewards psychological safety, so employees can be vulnerable and lean on each other for support when needed.

While a majority of hybrid employees seem to be maintaining their work relationships, only half of remote workers say they have a thriving relationship with their direct team, and even fewer have a strong relationship with those outside their team.

In a digital-first work world, where 51% of hybrid employees are considering a shift to remote work in the year ahead, we can no longer rely solely on the office to recoup the social capital we’ve lost. Leaders must be intentional about reconnecting both hybrid and remote employees into the fabric of the organization.

This won’t be a trivial task—43% of leaders say relationship-building is the greatest challenge in hybrid and remote work—but it’s one worth prioritizing. Building social capital is crucial for organizational success. Employees who have thriving relationships with their immediate team members report better wellbeing than those with poor relationships (76% versus 57%). They also report higher productivity (50% versus 36%) and are less likely to change employers in the year ahead (61% versus 39%).

Strengthening networks outside of the immediate team matters, too. Employees with thriving relationships beyond their immediate team members say they’re more satisfied with their employer (76% versus 57%), more fulfilled by work (79% versus 59%), and have a more positive outlook on workplace stress (40% versus 30%) than those with weak organizational networks. Having a broad network also fuels career opportunities within a company— LinkedIn data shows that employees at companies with high internal mobility stay almost twice as long.

“ When people trust one another and have [social] capital, you get a willingness to take risks, you get more innovation and creativity and less groupthink. ”

Nancy Baym, Principal Researcher, Microsoft Research

Our research shows many hybrid employees have been successful at maintaining their workplace relationships. More than half (58%) say they have a thriving relationship with their direct team, and 48% say they have a thriving relationship with people outside their immediate team. However, these numbers dip to 50% and 42%, respectively, for remote employees—highlighting the need for leaders to help fully remote employees build strong and broad networks.

Employees who onboarded the past two years also need extra support. Nearly two-thirds (62%) of leaders are concerned new employees aren’t getting the support they need since moving to hybrid or remote work—and for good reason. The data shows that employees hired since March 2020 are less likely to feel included (60% versus 64%), have weaker relationships with their direct team (51% versus 55%), and are at greater risk of attrition (56% versus 38% are likely to leave their employer in the year ahead).

The impact of strong workplace relationships

Respondents were asked several questions on this topic, such as, “Would you say you are thriving or struggling with the following types of bonds or relationships at work?” and “When thinking about your network/social circle at work, how much do you agree or disagree with the following statements?”

The data shows employees are ready to stop emailing and start connecting. While 48% of employees say they want to spend less time on things like answering emails and scheduling meetings and more time networking, just 30% of leaders feel that networking-related activities drive business impact. To reap the benefits of social capital, leaders need to make time and space for employees to build their networks and deepen relationships beyond the transactional in a hybrid world.

“When work-life balance is out of whack, most people cut out relationship-building for more urgent matters,” says Constance Noonan Hadley, an organizational psychologist who studies workplace relationships. “Regardless of remote status, building relationships will still feel like a luxury workers cannot afford unless there is a shift in how time is prioritized and valued by managers.”

Key takeaway: Leaders should not see a return to the office as the only solve for rebuilding the social capital we’ve lost over the past two years. They should prioritize time for relationship-building to happen, knowing remote and newly onboarded employees will need extra support. Managers play a crucial role in fostering close team bonds and acting as dot connectors to help employees broaden their networks.

The Way Forward

The past two years have made a lasting imprint on work—the impact of which will be felt long into the future. The new “worth it” equation is not a zero-sum game. Employees value flexibility and wellbeing, and these great expectations create an opportunity for every organization to reimagine work-life integration as a win-win.

Giving people agency to do their best work is not only in their best interest—it’s good for business. To make hybrid work work , leaders need to empower managers to be the culture keepers, rethink the role of the office, rebuild social capital for a digital-first workforce, and create new practices for sustainable flexible work. Technology plays a key role, but this moment calls for a new mindset. As the world continues to evolve, organizations that take a culture-first, learn-it-all approach will come out ahead.

Learn more about how Microsoft is innovating to help organizations make hybrid work work .

1 The number of hybrid employees in our Work Trend Index surveys is up seven percentage points year-over-year.

2 The 50% of business leaders who say their company already requires or plans to require full-time in-person work in the year ahead reflects leaders who are in information worker roles. It does not include leaders who work in frontline settings such as hospitals, warehouses, retail settings, etc.

3 Workday span: Time between the first and last meeting or chat of the day for the average Teams user. After hours work: Average span between the first Teams chat/call/meeting after 5pm local time to the last signal for the day. Weekend work: Average span between the first Teams meeting/call/chat to the last signal on Saturdays and Sundays.

4 Monthly usage of Microsoft’s Stream platform as a way for employees to work asynchronously has more than doubled between March 2020 and February 2022.

Methodology and Audience Definitions:

The Work Trend Index survey was conducted by an independent research firm, Edelman Data x Intelligence, among 31,102 full-time employed or self-employed workers across 31 markets between January 7, 2022 and February 16, 2022. This survey was 20 minutes in length and conducted online, in either the English language or translated into a local language across markets. At least 1,000 full-time workers were surveyed in each market, and global results have been aggregated across all responses to provide an average. Each market is evenly weighted within the global average. Each market was sampled to be representative of the full-time workforce across age, gender, and region; each sample included a mix of work environments (in-person, remote vs. non-remote, office settings vs. non-office settings, etc.), industries, company sizes, tenures, and job levels.

Markets surveyed include:

Australia and New Zealand (ANZ): Australia, New Zealand; Asia-Pacific (APAC): China, Hong Kong, India, Indonesia, Japan, Malaysia, Philippines, Singapore, South Korea, Taiwan, Thailand, Vietnam; Europe: Czech Republic, Finland, France, Germany, Italy, Netherlands, Poland, Spain, Sweden, Switzerland, United Kingdom; Latin America (LATAM): Argentina, Brazil, Colombia, Mexico; North America: Canada, United States.

Audiences mentioned in the report are defined as follows:

Frontline Workers: self-selected at time of survey fielding as being required to be in person to do their job and do not work at a traditional “desk setting” (for example, work at a healthcare facility, school, construction site, or warehouse).

Hybrid Workers: self-selected at time of survey fielding as currently working a mix of in person and remote, at least one day every other week in a typical week.

Remote Workers: self-selected at time of survey fielding as currently working remotely every day of the week in a typical week.

Information Workers: self-selected at time of survey fielding that their typical work setting is at a desk (whether in an office or at home). This group includes those who are in person or working remotely in some capacity.

Business Leaders/Business Decision Makers: those in mid to upper job levels (i.e., SVP, VP, Sr. Director, General Manager, EVP, C-Suite, President, etc.) and have at least some influence on decision-making related to hiring, budgeting, employee benefits, internal communications, operations, etc.

Non-Business Decision Makers: employees who are not in mid to upper job levels and have no influence on decision-making related to hiring, budgeting, employee benefits, internal communications, operations, etc.

Managers: Employees who manage at least one employee as a direct report. Managers can be BDMs or non-BDMs.

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Optimize Hybrid Working with PowerPoint

The pandemic has altered the business world’s appetite for remote working. Research shows that the COVID-induced shift to virtual work did not lead to a productivity meltdown as some anticipated. And its relative success is leading to another transformation post-pandemic – to hybrid working options .

Business PowerPoint presentations will continue to play a key role in corporate communications – empowering dispersed colleagues to problem-solve and innovate as they face the challenges of the future.

eSlide brings its more than 10 years’ experience working as a remote team and its more than 20 years’ expertise with PowerPoint to inform our advice. Here’s why we think PowerPoint will continue to enhance the quality of meetings in the post-pandemic work environment, helping organizations stay connected and energized.

Elevate Your Meetings with PowerPoint

Humans are visually dominant beings. But because of the reliance on virtual meetings during the pandemic, we’ve reached a visual saturation point. Research shows that constant screen time can contribute to stress, fatigue, and cognitive load. But this doesn’t have to be bad news for your business PowerPoint presentation – if you use visuals and presentation techniques that elevate your meetings above all the rest.

Use Visual Themes

Start by creating a visual theme that can be threaded throughout your presentation, repeated in different variations. This will help your audience make connections for themselves, enabling them to see the big picture without a lot of explanation from the presenter. It also helps increase comprehension, so that the audience can focus their energy on making meaningful contributions, problem solving, and innovation. This technique will separate your meeting from all the others your colleagues will attend in their work week, making it the one they will remember.

Let Agendas Flow

An agenda is a good way to open a meeting and keep it on track. Including your agenda in your business PowerPoint presentation gives your meeting an anchor – but that doesn’t mean the visual representation of your agenda must be a static bulleted list. Using a flowchart for your agenda can help the audience see how topics build on each other to reach an end goal. It also keeps them aware of the ultimate purpose of the meeting, and how each individual topic contributes to it. Think of your agenda flow chart as another opportunity to help your meeting stand out from all the others.

Anticipate Adaptability

All the virtual meetings during the pandemic have taught us to be ready for anything when presenting. So, we recommend that you make adaptability and flexibility a permanent part of your presentation toolkit. One way to do this is by creating space for impromptu discussions. Thankfully, PowerPoint comes equipped with several options for whiteboard-like functionality, making it easy to include a brainstorm at any point during your presentation. We recommend always including a white board slide at the end of your business PowerPoint presentation deck so that you can find it easily if you should need it.

Define Meeting Parameters

The number of meetings (and work hours) have increased during the pandemic. This will likely continue for the foreseeable future as companies settle into new ways of working. Therefore, keeping teams energized is going to be an ongoing challenge.

To help keep teams engaged and motivated, we recommend that you prioritize transparency around your meetings. This means making sure attendees know what to expect and what – if anything – they’ll need to prepare. Your agenda flow slide will help with this. Sending it ahead of time will enable colleagues to prioritize appropriately and attend your meeting ready to give you their best.

As the future of working and meetings continues to evolve, we want to help you and your organization excel. eSlide has been working with top executives from Fortune 500 companies around the globe for more than 20 years. Business PowerPoint presentations are all we do. Let us focus on your presentation design, so you can concentrate on your content, meeting preparation, and keeping hybrid teams energized.

Contact eSlide today to learn how we can save you time and help you deliver better results!

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Powerpoint Templates and Google slides for Hybrid Work Environment

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Presenting our Hybrid Work Environment In Powerpoint And Google Slides Cpb PowerPoint template design. This PowerPoint slide showcases four stages. It is useful to share insightful information on Hybrid Work Environment This PPT slide can be easily accessed in standard screen and widescreen aspect ratios. It is also available in various formats like PDF, PNG, and JPG. Not only this, the PowerPoint slideshow is completely editable and you can effortlessly modify the font size, font type, and shapes according to your wish. Our PPT layout is compatible with Google Slides as well, so download and edit it as per your knowledge.

Presenting our Hybrid Work Environment Best Practices In Powerpoint And Google Slides Cpb PowerPoint template design. This PowerPoint slide showcases three stages. It is useful to share insightful information on Hybrid Work Environment Best Practices This PPT slide can be easily accessed in standard screen and widescreen aspect ratios. It is also available in various formats like PDF, PNG, and JPG. Not only this, the PowerPoint slideshow is completely editable and you can effortlessly modify the font size, font type, and shapes according to your wish. Our PPT layout is compatible with Google Slides as well, so download and edit it as per your knowledge.

Advantages of Hybrid Workplace Model

Jun 14, 2021

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The hybrid workplace model is a type of work environment that combines aspects of remote working and in-office working. In this workplace, all employees have the freedom to choose where and when they work, dividing their time between working from home.<br>Visit: https://app.wurkr.io/public/user-signup

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Advantages of hybrid workplace model

ABOUT US Wurkris an innovative, fast-growing start-up disrupting the remote and flexi working industry through advanced video technology, flexibility and a focus on employee wellbeing.

Wurkrprovides a truly new way of working, with the goal of becoming the go-to platform of choice for distributed teams wanting to work together in a fully engaged, collaborative and immersive way online that replicates a physical workspace.

WHAT IS HYBRID WORKING?

WHAT IS HYBRID WORKING? Hybrid working has always existed, but its prevalence has been turbocharged by the pandemic and subsequent remote working experiment. There isn't yet a definitive definition, but at its core, it's an arrangement in which an individual, team or organisation work part of their time at the workplace and part remotely. In the brief periods in 2020 when office workers were allowed back into the workplace, the need for social distancing meant that most only went in for part of their working week. As a result, many employees experienced a hybrid pattern for the first time – and the evidence suggests they’re keen to stick with it. At its best, hybrid working is about matching the task to the location, and doing the right work in the right place; there are numerous examples of people saying they work more productively on certain tasks from home. And from an employer’s perspective, there are many positives too References: https://timewise.co.uk/article/make-a-success-of-hybrid-working/

HYBRID WORKING MODELS

HYBRID WORKING MODELS 2. The split-week model The second model splits the week between working from home two to three days a week and working onsite two to three days a week. This model was seen among the highest proportion of employees. Companies using this model generally split up the week between different departments; for example, the marketing team comes into the office on Mondays and Wednesdays, while customer support comes into the office on Tuesdays and Thursdays. This hybrid model enables managers to stay in touch with their teams and allows for face-to-face group meetings on a regular cadence. 1. The at-will model This model enables employees to choose the work arrangement that works best for them on any given day. It’s particularly useful for those who want to come into the office when they need to meet someone or require a quiet place to work for the day. Several companies have set up a process of placing a request to “work at the office (WFO)” to ensure that social distancing requirements are met. 3. Shift work In the third model, employees work in shifts, alternating between working from home and working morning or evening shifts on site. This is a more difficult model to work with because many people don’t like shift work and find it hard to get in very early in the morning or to work late at night. A hybrid model based on shift work often requires employees to set up additional childcare solutions to the ones they already have. 4. Week-by-week Finally, the fourth model sees employees alternating between working from home and working onsite on a weekly basis. This alternative is used to allow large teams to use office space together at the same time and meet up for reviews, deadlines, and updates. References: https://www.hibob.com/guides/hybrid-working-model-advantages/

ADVANTAGES OF HYBRID WORKPLACE MODEL?

INCREASED PRODUCTIVITY

INCREASED PRODUCTIVITY Historically, some managers viewed hybrid working with a degree of suspicion, believing that if employees could pick and choose the hours they worked, they would simply choose to do less work. This turns out to be unfounded. In fact, the opposite seems to be true. In a research paper by Microsoft on the impact of the pandemic on the performance of companies across Europe, 82 per cent of leaders said their companies were at least as productive as they were before the pandemic. In a hybrid workplace, flexible workers can utilise their time better. They can choose to avoid commuting at busy times. They can fully focus on tasks without the noises and interruptions of the traditional office environment. They can choose to work when they’re feeling most productive, whether that’s in the middle of the night or first thing in the morning. When employees are happier, better rested and less stressed, they do better work. References: 1. https://www.wework.com/en-GB/ideas/workspace-solutions/hybrid-workplace-advantages-disadvantages 2. https://d1c25a6gwz7q5e.cloudfront.net/reports/2020-11-09-workplace-whitepaper-FINAL.pdf

EMPLOYEE HAPPINESS

EMPLOYEE HAPPINESS Being free to work when and where they please has a significant positive impact on employee satisfaction. In a 2020 SurveyMonkey study, employees who worked remotely reported feeling happier than their colleagues who remained working in the office. There are lots of reasons for this, from the psychological benefits of taking full control of their schedules to simply having a dog by their side as they work. Being able to dress casually, cook more and spend time with loved ones all contribute to this boost in mood But for many, working from home can be isolating or distracting. A hybrid workplace mitigates many of the downsides of pure remote working, creating a professional space outside the home for employees to collaborate and socialise with colleagues. References: 1.https://www.surveymonkey.com/curiosity/cnbc-workforce-survey-may-2020/ 2.https://www.wework.com/ideas/professional-development/creativity-culture/four-dog-owners-share-their-top-tips-for-bringing-your-dog-to-work 3. https://www.wework.com/en-GB/ideas/workspace-solutions/hybrid-workplace-advantages-disadvantages

Lowered costs

LOWERED COSTS In a hybrid office, there’s no need for row after row of assigned desks. Instead, a successful hybrid office incorporates a mixture of versatile spaces designed to support employees across different tasks, such as standing desks where people can log in with their own laptops, relaxed lounges for catching up on emails, soundproofed booths for phone meetings, and coffee areas for informal team chats. Once a company knows how many employees will be in the office at any given time, employers can plan around new occupancy levels to cut down on the cost of rent, office supplies and other business expenses. References: 1.https://www.wework.com/en-GB/ideas/research-insights/expert-insights/the-newest-in-office-design-easily-reconfigurable-spaces 2. https://www.wework.com/en-GB/ideas/workspace-solutions/hybrid-workplace-advantages-disadvantages

SAFETY DURING THE PANDEMIC

SAFETY DURING THE PANDEMIC Even as vaccinations take effect and we begin to emerge from the pandemic, health experts warn that social distancing measures will remain in placefor some time. Until then, the way we work and travel around our cities will continue to reflect thelevel of risk the virus poses. A hybrid workplace helps keep employees safe during the pandemic, reducing the number of people in the office at any given time, creating ample personal space and making it easier to stay distanced. Flexible workers can commute during off-peak times, or work from home if they or their family are at particular risk. References: 1.https://www.wework.com/en-GB/ideas/professional-development/business-solutions/how-to-practice-social-distancing-at-work 2.https://www.wework.com/en-GB/ideas/research-insights/expert-insights/navigating-the-new-rules-of-personal-space-in-the-workplace 3. https://www.wework.com/en-GB/ideas/workspace-solutions/hybrid-workplace-advantages-disadvantages

Hopefully, our tips will allow you to create a workspace that energizes and makes you feel more productive. Everyone deserves to feel their best when working, no matter where they are. Boost your workspace with Wurkr today: https://app.wurkr.io/public/user-signup We plant a tree for every office created as a means to give back to our environment and promote a Tech For Good ethos. SIGN UP NOW

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What is a Hybrid Work Schedule? [Benefits + Examples]

A hybrid work schedule has certainly presented itself as the new norm for many teams and organizations because in theory, it should give you the best of remote working while aiming to still hone in one the benefits of collaboration and execution.

In order to combine remote work and in-office work settings the right way, however, you have to create and manage a system that honors the flexibility and autonomy of remote work schedules while maintaining the orderly and highly communicative nature of traditional workflows.

Today, we’ll show you exactly what a hybrid work schedule is, how it works, and how to manage this modern take on office schedules so your remote employees and onsite contributors are in harmony.

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What is a hybrid work schedule?

What exactly does it mean to work hybrid? A hybrid work schedule combines on-premise and remote models and creates a unique (and more flexible) environment — one where team members alternate time in the office with a bit of remote work .

For comparison’s sake, here are are three different employee work models:

• On-premise: Traditional teams that work in the office
• Remote: Teams made up of people working from different locations
• Hybrid: A combination of the other two models

What is hybrid work?

What does hybrid work mean? Hybrid work is designing the work experience for and around workers, regardless of their location. There are also different types of hybrid work options. Some of the most common include:

• Split-team: You have both full-time remote workers and full-time on-premise employees.
• Shifts: Everyone works on-premise a few days a week and remotely part of the week.
• Flexible: Your team members can choose between working from home or at the office.

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Now that you understand the basics of hybrid work schedules, let’s explore the different pros and cons involved.

Some benefits of implementing a hybrid work schedule include:

• More flexibility: You can plan your schedule with more flexibility and work with less stress.
• Hire both locally and globally: Find talent all over the world while keeping a physical team.
• Reduce costs: Reduce your office space, office materials, and overall overhead costs.

Some of the main disadvantages of adopting a hybrid work schedule include:

• Coordination can be a true challenge: Orchestrating a hybrid team can be time-consuming and difficult at the beginning.
• Technology: Reduced face time can require adopting new technology, which can be costly.
• Learning curve: Managing projects with a hybrid team involves a deep learning curve.

The beginning of a trend

Even though hybrid work schedules aren’t new, they’re definitely trending up.

The COVID-19 pandemic forced organizations all over the world to reinvent the way they work. Many people started working from home , which increased the need for asynchronous communication channels and digital workspaces. In other words, the pandemic accelerated the adoption and growth of remote work. 

This adoption revealed a few unexpected insights about remote teams:

• Remote teams are more productive: Remote work seems to improve overall productivity , according to research.
• Employee engagement: Nearly 3 out of 10 employees would accept a 5% pay cut for the opportunity to work remotely at least some of the time.
• Remote teams are cheaper: Having a remote team can reduce overhead costs dramatically.

Unfortunately, not all organizations can become fully remote and the return to the office is something that has to be handled with sensitivity. Many industries, business models, and job roles require people to be on-site.

For that reason, organizations started looking for ways to get the best of a remote environment without neglecting mission-critical operations that require physical presence. In the next section, we’ll cover different processes to manage both individual and group hybrid schedules.

How to manage your individual hybrid work schedule

If you’re an employee who wants to manage a hybrid work schedule more efficiently, here are some helpful tips:

Categorize activities and chunk your work into projects

First, you must look for ways to stay accountable. This can be challenging, especially if you’ve never worked remotely. One of the best ways to do it is by creating time blocks and segmenting your tasks. For example, you could create 2 categories:

• Office work
• At-home work

Then, identify which tasks are best completed in the office vs. at your home. For instance, you could complete tasks that require deep thinking at your home, as you’re able to work with fewer interruptions and schedule collaborative tasks for office time. To do this, we suggest you look for project management software that helps you schedule your work and manage your time more efficiently.

For example, with monday.com, you get access to all the features you need to manage your personal schedule.

You can create multiple boards, with each board having its own configuration and features. For example, you could add a Time Tracking Column to instantly or manually monitor how much time you’re spending on specific tasks and activities.

Communicate with your leaders

Lack of communication can cause project delays, confusion, and bottlenecks in your organization.To avoid this type of problem, schedule a meeting with your managers to set expectations and create a clear picture of your responsibilities in both the office and your home. This could include:

• What days should you go to the office?
• What kind of tools or software do you need at home? Will the company provide access to such tools?
• How will the organization make sure remote workers get access to the same information as their in-office peers.

Use the right technology

A solid Work Operating System (Work OS) can help you manage your work, organize your schedule, and better adapt to a hybrid model. Before selecting a specific software, make sure it offers the following features:

• Visualizations: Different data views to oversee your projects and tasks from different perspectives and angles.
• Reporting: Powerful reporting features to track the progress of your work.
• Collaboration: Multiple collaboration features that help you communicate with team members more efficiently.
• Project management: Features that help you manage projects from start to finish, including time management features.
• Customizations: The ability to customize the platform to fit your exact needs.

An added perk is any feature that helps you get started right away, like templates. With monday.com, you get access to over 200 pre-built templates for different use cases. No matter what industry you’re in, you’ll find a template that meets your exact needs.

How to manage your team’s hybrid work schedule

Transitioning from a traditional — or fully remote — work model to a hybrid model can be hard. Here’s a helpful process to make the transition smoother:

Set the right expectations

Remember that a hybrid environment is new to the majority of your team members. Make sure to set the right expectations and be clear about your goals.

• Why are you moving to a hybrid model?
• What do you expect from your team?
• How will the transition work?
• Will you provide specific training?
• Will the team schedule their own hours?

Being transparent about what you’re trying to achieve is key for transitioning to a hybrid work model — this can help nip a lot of confusion and inconsistency in the bud.

Define clear priorities for your team

Setting expectations is crucial, but sometimes it’s not enough. You must define a clear list of goals and prioritize work according to specific objectives. For instance, team members must know whether they should finish a specific project or attend a virtual meeting. They should also know what tasks are more urgent than others. 

With monday.com, you can assign tasks to specific team members and set deadlines, oversee progress, notify people, and even build public dashboards for your entire organization. This makes it really easy to communicate priorities and keep everyone aligned throughout the entire project life cycle.

Centralize your hybrid workplace

In a hybrid model, it’s especially important that you build a single source of information for your team. This way, everyone can understand what’s going on in the organization.

monday.com allows you to invite your entire team to work under the same platform. You can start as small as you want and grow your way up to 200+ team members. Your teams will also get access to multiple tools and features that will simplify your communication, including:

• Tagging: Tag specific team members between tasks to add context.
• Interactive whiteboards: Brainstorm ideas in real-time through interactive whiteboards.
• Activity Log: Track the history of changes and improve your information governance.
• In-context communication: Add context to any activity with comments and updates in real-time.
• workdocs: monday workdocs are a central place for you and your team to collaborate, brainstorm, plan, and execute. Drop that notebook, close Google Docs, and toss away all your sticky notes.
• Automations: Automate over 250,000 actions per month with ease.

To get a more complete overview of monday.com’s communication features, we suggest you take a look at this short video:

Organize your team’s workload

Finally, special attention must be paid to your team’s workload — it’s easier to lose track of who is over or under-allocated when you don’t see them every day. To make sure no one’s over or under-worked, we suggest you tap into a robust Work OS that helps you organize your team’s workload in a visual interface.

For example, with monday.com’s Workload view, you can easily see how your team’s work is allocated. You can visualize who’s doing what, when it should be done, and how your resources are used.

Take control of your hybrid work schedule

A hybrid work schedule offers the best of both remote and in-office models. Of course, implementing a hybrid model might be difficult at first, but with the right process in place, it’s something doable for any team.

And, if you’re looking for a Work OS to manage your hybrid work schedule with ease, then monday.com can help.

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HDML: hybrid data-driven multi-task learning for China’s stock price forecast

• Published: 13 September 2024

Cite this article

• Weiqiang Xu 1 ,
• Yang Liu 1 ,
• Wenjie Liu 1 ,
• Huakang Li 2 &
• Guozi Sun 1  

Recent years have witnessed the rapid development of the China’s stock market, but investment risks have also emerged. Stock price is always unstable and non-linear, affected not only by historical transaction data but also by national policies, news, and other data. Stock price and textual data are beginning to be employed in the prediction process. However, the challenge lies in effectively integrating feature information derived from stock price and textual information. To address the problem, in this paper, this paper proposes a H ybrid D ata-driven M ulti-task L earning( HDML ) framework to predict stock price. HDML adopts hybrid data as model input, mining the transaction and capital flow data information in the stock market and considering the impact of investors’ emotions on the stock market. In addition, we incorporate multi-task learning, which predicts the closing price range of stock based on structured data and then corrects the prediction results through investors’ comment text data. HDML effectively captures the relationship between different modal data through multi-task learning and achieve improvements on both tasks. The experimental results show that compared with previous work, HDML reduces the RMSE of the evaluation set by 12.14% and improves the F1 score by an average of 13.64% at the same time. Moreover, value at risk (VaR), together with the HDML model, can help investors weigh the potential gains against the associated risks.

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Data Availability

The datasets are available from the corresponding author on reasonable request.

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Acknowledgements

The authors would like to thank the anonymous reviewers for their valuable comments and helpful suggestions. We acknowledge the support received from the National Natural Science Foundation of China (No. 62472234, No. 62372245), and the Natural Science Foundation of Xinjiang Uygur Autonomous Region, China under the grant number of 2024D01A55.

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Weiqiang Xu, Yang Liu, Wenjie Liu & Guozi Sun

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Contributions

Weiqiang Xu: Conceptualization, Methodology, Writing -original draft; Yang Liu: Data curation, Writing -original draft; Wenjie Liu: Conceptualization, Data curation; Huakang Li: Writing -review and editing; Guozi Sun: Writing -review & editing.

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Correspondence to Guozi Sun .

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Appendix A: Specific data items and corresponding definition

The historical transaction dataset contains information such as opening price, closing price, highest price, and trading volume. The historical capital flow dataset contains information such as turnover rate, net inflow of major forces, and net inflow. The specific data items and corresponding definitions are as shown in Table 10 .

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Xu, W., Liu, Y., Liu, W. et al. HDML: hybrid data-driven multi-task learning for China’s stock price forecast. Appl Intell (2024). https://doi.org/10.1007/s10489-024-05838-8

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Accepted : 31 August 2024

Published : 13 September 2024

DOI : https://doi.org/10.1007/s10489-024-05838-8

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