Finding Your Team’s Flexible Fit

It’s 2025 and flexible work still seems a hot topic of discussion. Despite seventy-six per cent of respondents to the 2024 National Working Families Survey (NWFS) saying they wouldn’t apply for a job that didn’t offer flexible working arrangements, a growing number of organisations are mandating a return to office or struggling to find a way to make it work.

But with so many flexible work models available—from hybrid schedules to asynchronous setups—how do you find the right model to suit your team?

An Overview of Popular Flexible Work Models

There is no one-size-fits-all model when it comes to flexible work arrangements. As the name suggests, flexible work comes in various forms, each with its advantages and challenges. Some of the more common models include:

1. Hybrid Work

Employees split their time between working remotely and in the office. This model offers a balance between in-person collaboration and autonomy, making it popular across industries.

2. Fully Remote Work

Teams operate entirely online, with no central office space. Remote work has seen explosive growth, especially in tech and creative industries.

3. Compressed Workweeks

Employees work longer hours over fewer days (e.g., four 10-hour days instead of five 8-hour days). In some cases, it might also take the form of a 9 day work week.

4. Asynchronous Schedules

Employees work at different times rather than adhering to a unified 9-5 schedule. This model is ideal for globally distributed teams.

5. Job Sharing

Two employees share the responsibilities of a single full-time role. This arrangement is less common in the corporate space but highly effective for specialised positions.

Factors to Consider When Choosing a Model

Selecting the right flexible work model is the key to making it work for everyone while still achievingprodutivity levels and organisational goals. Here are some key factors to consider:

1. Team Composition

• Are team members located in the same city or spread across different regions?
• Is the team highly collaborative, or does most work require individual focus?

For example, a local sales team may benefit from a hybrid model to meet clients in person, while a globally distributed tech team might thrive with asynchronous schedules.

2. Nature of Work

• Does the work require hands-on collaboration or real-time interaction?
• Can tasks be completed independently, or do they require constant feedback?

Creative teams often need in-person brainstorming sessions, making hybrid work ideal. Conversely, developers or writers might perform better with fully remote or asynchronous setups.

3. Industry-Specific Needs

• Client-facing roles, such as consulting, may require occasional in-office presence for meetings.
• Industries like healthcare or retail may need to innovate to offer flexibility without compromising service delivery.

4. Employee Preferences

• How do individual employees prefer to work? What balance of structure and autonomy do they need?
• Consider generational expectations—younger employees may prioritise remote options, while older employees might value hybrid setups.

Regular employee surveys can provide insights into preferences and help tailor flexible work policies.

5. Organisational Goals

• Are you focused on reducing costs, fostering innovation, or improving employee retention?
• Flexibility models can align with these goals. For instance, fully remote setups may cut overhead costs, while hybrid work can encourage collaboration and innovation.

Flexible work has proven it works and can benefit both the organisation and employees. The key to selecting the best model for your organisation lies in understanding your team’s needs, the nature of their work, and your organisational goals. By evaluating these factors, you can implement a model that enhances productivity, supports employee well-being, and drives overall success.