The traditional 9-to-5 office schedule is quickly becoming a thing of the past. According to a 2024 report from the Society for Human Resource Management (SHRM), 65% of employers now offer hybrid work options—highlighting a major shift in how both companies and employees define productivity and engagement.
At the same time, flexibility has become a top priority for workers. SHRM also found that nearly half of remote or hybrid employees would consider looking for a new job if asked to return to the office full-time. In today’s work culture, flexibility isn’t just a nice-to-have—it’s a critical factor in retention, well-being, and performance.
“Hybrid workplace culture is gaining traction because it offers the best of both worlds: flexibility for employees and meaningful collaboration for teams,” says Kim Keating, an HR consultant based in Washington, D.C.
As leading companies test different hybrid work setups, five core models are emerging. Each model offers its own blend of structure, autonomy, and team cohesion. Understanding which one fits you—and how to advocate for it—can help you thrive in the evolving world of work.
1. Split-Week Model
In this setup, employees work in the office on specific days and remotely on others, usually aligning with team schedules so everyone is on-site at the same time.
“Split-week is popular because it balances structure and flexibility,” Keating explains. It works well for mid-sized companies that value in-person teamwork and for teams with newer employees who benefit from hands-on guidance. Predictable in-office days also help with planning personal responsibilities around work.
2. Alternating Days Model
This model staggers in-office days between teams—for example, Team A comes in Mondays and Wednesdays, Team B on Tuesdays and Thursdays.
Keating says this approach is ideal for companies that need to manage space or shared resources. It allows steady in-office coverage without overcrowding and ensures team members are physically present when necessary, such as for client meetings or urgent issues.
3. Week-by-Week Rotation Model
Rather than switching between office and remote work midweek, this model has teams alternate full weeks in each mode.
“This is especially effective for project-based work,” says Keating. Remote weeks promote deep, focused work and asynchronous collaboration (especially across time zones), while in-office weeks are great for team alignment and communication.
4. Manager-Scheduled Hybrid Model
In this model, managers determine how their teams split time between remote and in-office work. Some may assign specific days, while others might allow more flexibility within broad guidelines.
“This approach works across many industries,” says Toni Frana, a career expert at FlexJobs. “But it only succeeds with strong communication.” Without clear standards, this model can lead to inconsistency between teams or departments.
5. Employee-Choice Model
Here, employees decide which days they work from the office. Some companies give full freedom, while others ask for a minimum number of in-person days per week.
“This model works best in high-trust, results-focused environments,” Keating says. It’s common in tech, creative, and consulting roles where output matters more than hours logged. But it may not suit employees who thrive with more structure or consistent team interaction.
How to Advocate for the Right Hybrid Setup
If your employer offers hybrid flexibility, don’t hesitate to speak up for the schedule that helps you perform best. Keating recommends framing your request in terms of productivity, team alignment, and impact.
“Explain how your preferred model helps you focus, meet deadlines, or collaborate more effectively,” she advises. Use real examples to strengthen your case.
If your manager seems unsure, Frana suggests proposing a trial period of 30 to 90 days. This lets both sides evaluate what works without making permanent changes right away.
These conversations are quickly becoming a standard part of the workplace. Learning how to advocate for a schedule that fits your work style can lead to greater job satisfaction, improved performance, and long-term career growth.