Hybrid work in 2025: how to organize to make teams want to come back?

09/12/2025

Why is the hybrid work model important in 2025?

While it seemed that remote work would stay with us for a long time as the dominant model, data from mid-2025 shows otherwise: as many as 64% of recruitment ads are for desk-based work, the hybrid model remains stable at 24%, and full remote work appears in only 9% of offers. This signals that the labor market is returning to offices - but in a new, more conscious form.

In 2025, hybrid work has become not so much an option as a necessity. After several years of remote mode, many companies have decided to return to offices, at least on a limited basis. But not everyone is returning happily. Changing habits, getting back to the rhythm of the day, reversing solitary work patterns - all this takes time, support and a good plan.

Some companies have done it quickly - as early as 2022 they returned to the office for 3 days a week. There was a lot of resistance, but now satisfaction surveys show it's going well. People got used to it, reorganized. At another concept company, the teams themselves ask the manager to work from home - but when they really need it, such as for concentration work.

In this guide, we show how to effectively implement or organize a hybrid work model to meet employees' needs and business goals. Both from the perspective of a line manager and a C-level leader.

Table of Contents

  1. What are the advantages and disadvantages of hybrid work in 2025?
  2. How to organize the hybrid work model to make it work effectively?
  3. How to manage a distributed team and take care of communication?
  4. How to encourage the team to return to the office?
  5. What online teamwork tools are worth implementing?
  6. What is the importance of wellbeing and mental health in the hybrid model?
  7. Summary and recommendations

What are the advantages and disadvantages of hybrid work in 2025?

Theadvantages of hybrid work are, first of all, flexibility, the ability to work in a focused manner, saving time on commuting. For many employees, a hybrid is the best balance between life and work. An employer who enables hybrid work is seen as modern and supportive.

The disadvantages of hybrid work are especially apparent in creative teams. There is a lack of "chemistry", inspiration, rapid exchange of ideas. Communication is flatter. It takes more effort to integrate a team in hybrid work, and the feeling of loneliness is sometimes a real problem.

The question is increasingly being asked: what are the differences between hybrid and remote work? In short: hybrid requires more synchronization, while remote requires more autonomy. Both need a clearly defined work organization.

How to organize the hybrid work model to make it work effectively?

The most important thing is to establish a clear model for hybrid work. How many days in the office? When? Is everyone the same, or depending on the team? Employees want to know what to expect.

A good example? A technology company in Warsaw set a schedule: 2 days working in the office, 3 days remotely. Departments can decide on specific days on their own. The result? More responsibility, better efficiency of hybrid work, less conflict.

Not all companies have prepared perfectly working communication tools for distributed teams. That's why it's worth investing in onboarding to tools, synchronization processes, weekly meetings, shared documentation.

How to manage a distributed team and take care of communication?

Managing a distributed team requires a combination of hard and soft skills. The key questions are:

  • How to organize the effective work of a distributed team?
  • How to motivate remote workers?
  • What are the best practices for hybrid work?

First of all - digital tools for managing hybrid work: task management, shared calendars, instant messaging with asynchronous functions. Communication in distributed teams is important: online meetings, response policies, rotating leader on-call.

How to encourage the team to return to the office?

From our observations, the later companies decided to return, the more difficult it was. So you need to have a plan to return, not just a request to the team.

What works when encouraging a return to the office?

  • New office arrangements: quiet zones, common areas, coffee.
  • Team-building meetings: company lunch, workshops, joint planning.
  • Flexible work patterns: choice of attendance days, task-based approach to work.

Remember: returning is not a punishment. It's a chance to renew the community.

What online teamwork tools are worth implementing?

In 2025, Slack and Zoom are not enough. Working teams benefit from tools to:

  • monitor the performance of remote teams (e.g., SmartManager.cloud)
  • work automation (e.g. Make, Google Workspace integrations)
  • cyber security of remote work (VPN, SSO, password policies)

These platforms must not only be implemented, but also supported by processes.

What is the importance of wellbeing and mental health in a hybrid model?

Fatigue, loneliness, job burnout - these are not just psychological problems. They are real threats to the effectiveness of hybrid work.

Many managers have noticed that returning to the office reduces stress levels in some employees. Others, on the contrary, need support. That's why more and more companies are investing in:

  • wellbeing platforms,
  • access to psychological consultations,
  • days without meetings,
  • cultural rituals: check-ins, open conversations, mentoring.

How to implement a hybrid work model - summary and recommendations

The hybrid work model is not a panacea or a problem. It is a tool that needs to be configured properly.

How to act?

  • Start with research and discussions with your team.
  • Design the hybrid work policy as a joint agreement.
  • Involve leaders - they are the ones who make change happen.
  • Remember culture, values and people's health.

Excellence in Management - for leaders who want to manage effectively in a changing work environment
Excellence in Team Management - for team leaders and line managers who are looking for proven methods of working with hybrid and distributed teams
HR consulting Heuresis - for organizations that want to design a work model based on efficiency, wellbeing and alignment with reality

Also take a look: at the very timely material for managers: How to reduce anxiety and uncertainty in a team? A manager's crisis essential, after the drone attack.

Bibliography

  1. OECD (2023) - The Surge of Teleworking: A New Tool for Local Development?
    https://www.oecd.org/publications/the-surge-of-teleworking-a-new-tool-for-local-development-6b88f7da-en.htm
  2. OECD (2022-2024) - Telework and Productivity
    https://www.oecd.org/en/topics/sub-issues/human-capital-and-educational-policies/Telework-and-productivity.html
  3. PARP / FERS (2025) - Report: Labor Market in Poland - July 2025
    https://fers.parp.gov.pl/storage/publications/pdf/Rynek-pracy_lipiec-2025.pdf

FAQ - frequently asked questions

1. How to implement the hybrid work model in a company step by step?

Start by talking to your team and analyzing your needs. Then design clear rules - number of days in the office, method of communication, availability of tools. Take care of onboarding and processes to support leaders. Flexibility and willingness to modify is key.

2. What are the biggest differences between hybrid and remote work?

Remote work is full location independence - often comes with greater autonomy. Hybrid work is a blended model that requires better synchronization, office presence and more attention to team integration and communication.

3. How to motivate employees to work in a hybrid model?

Clear communication, autonomy, an attractive office, development opportunities, flexibility and wellbeing are key. It is important that employees understand the meaning of return - not just "I have to," but "I get value out of it."

4. What tools are worth using to work with a distributed team?

Integrated tools for task management (Asana, ClickUp), communication (Slack, MS Teams), scheduling (Notion, Google Calendar), automation (Make, Zapier) and security (VPN, SSO, MFA) work best.

5. Does the labor code regulate hybrid work in 2025?

Yes - in 2025, hybrid work is included in the regulations for remote work. It requires rules to be defined in the regulations, including accessibility, data security and cost accounting. It is worth consulting your HR department or lawyer.

6. How to integrate the team in hybrid work?

Regular meetings (including onsite), team-building activities, "live" onboarding, informal conversations (e.g., online coffee together), cross-departmental projects and rotating collaboration systems. It's worth building rituals and shared values.

7. What if the team doesn't want to return to the office?

Start by understanding the reasons. Make sure the office is attractive and attendance is meaningful. You can use gradual return, flexible schedules, wellbeing support, consultation and transparent communication. Coercion without dialogue is usually counterproductive.