Remote, Hybrid, or In‑Office: What the Best Companies Are Doing

The future of work isn’t about where people sit—it’s about how they work best.

In the years since the pandemic reshaped our workplaces, companies have wrestled with one big question: Should we be remote, hybrid, or in-office? The best companies aren’t looking for a one-size-fits-all answer. They’re designing flexible models aligned to performance, culture, and employee expectations.

Here’s what the most successful organizations are doing—and what it means for your business.

What the Top Companies Are Doing

Leading companies are taking very different approaches based on their culture, business model, and talent strategy.

• Some are returning to full-time office work, citing the need for collaboration and speed.

• Others are doubling down on remote or “work-from-anywhere” models to attract and retain top talent.

• Many are settling into a hybrid model—balancing in-person connection with remote flexibility.

There’s no perfect model—but there are clear trends in what’s working best.

Why Hybrid Is Emerging as the Preferred Model

Many of the world’s top-performing companies are choosing hybrid work—and for good reason:

1. It drives innovation without sacrificing flexibility.Employees have time for deep, focused work at home and come into the office for collaboration, planning, and connection.

2. It supports employee well-being and retention.Flexibility is now one of the top drivers of job satisfaction. Hybrid work offers a better work-life balance, reducing burnout and turnover.

3. It reduces real estate costs.Hybrid companies are downsizing their office footprint or reimagining it as a hub for teamwork and events—not just rows of desks.

4. It meets diverse employee needs.Not everyone wants or thrives in the same setup. Hybrid models offer employees more control over how and where they work.

Common Best Practices from High-Performing Companies

Across industries, successful companies are doing a few things consistently:

Clear hybrid policies.They define expectations (e.g., how many in-office days per week) while allowing teams some autonomy to decide what works best.

Office as a collaboration hub.Rather than defaulting to “in-office by default,” they use offices for intentional purposes: brainstorming, training, social connection.

Listening to employees.They gather ongoing feedback and adjust policies based on real data—not assumptions or executive preferences.

Equity in access.They ensure remote workers have the same opportunities as in-office peers—whether in meetings, promotions, or visibility.

Manager training.They equip leaders with the skills to manage distributed teams, focusing on outcomes rather than face-time.

What to Watch Out For

Even with the best intentions, companies can struggle if they don’t plan carefully. Common pitfalls include:

• Inconsistent expectations across teams or managers

• Poor meeting norms, especially for hybrid or remote settings

• Cultural drift in fully remote environments with little connection

• Unequal experiences between remote and in-office employees

Avoiding these issues requires proactive leadership, clear communication, and regular check-ins to adjust course.

How to Choose the Right Model for Your Business

Ask yourself:

• What type of work do our teams do—and where is that work best performed?

• How much do we rely on in-person collaboration?

• What are our employees asking for—and how can we meet them halfway?

• Do we have the right tools and leadership skills to support remote or hybrid teams?

• Are we tracking performance based on outcomes, not just visibility?

Remember, the goal isn’t to copy another company’s model. It’s to create one that works for your business, your culture, and your people.

Final Thoughts

The companies winning the talent and performance game aren’t picking remote, hybrid, or in-office because it’s trendy. They’re making thoughtful decisions rooted in data, strategy, and trust.

Ultimately, the best work model is one that balances flexibility, connection, and accountability—and evolves as your business does.

If you’re still trying to find your ideal setup, don’t wait for the perfect answer. Start small, measure what matters, and build from there.