Strategies for Combining Flexibility and In-office Culture

By Cam Velasco

CEO & Co-Founder
Published: Apr 8, 2024
Workplace flexibility means letting employees have more say in their work life - like when they work, where they work, and how they do their jobs. In this article we'll share some ways companies can implement it.
A group of cheerful professionals giving thumbs up to the camera, signifying a positive workplace culture.

Key Takeaways for Blending Flexibility and In-Office Culture

  • Flexibility is Essential: The pandemic has shown us the value of  moving away from the in-office Culture and offering work-from-home options alongside traditional office settings.
  • Maintaining Balance: It’s crucial to find a middle ground that allows for both individual freedom and effective collaboration.
  • Continuous Adaptation: Workplace policies should evolve based on ongoing feedback to meet changing needs.
  • Inclusivity Matters: Ensure remote workers feel as much a part of the team as those in the office.
  • Focus on Outcomes: Evaluate performance based on results rather than hours spent working.

In a nutshell, creating a successful and flexible in-office Culture environment requires a balanced approach, open communication, and a focus on inclusivity and outcomes. By implementing these strategies, companies can foster a flexible, productive, and cohesive workplace culture.

Types of In-Office Culture Flexibility

Workplace flexibility means letting employees have more say in their work life – like when they work, where they work, and how they do their jobs. Here are some ways companies can do this:

  • Remote work: This means you can work from home or somewhere else that’s not the office, either all the time or just some days.
  • Flexible hours: This lets you choose when you start and end your workday, as long as you’re there for the most important hours.
  • Condensed schedules: This is when you work your full hours in fewer days, like having a three-day weekend every week.
  • Job sharing: Two people split the duties of one full-time job. It’s a way to work less but still keep a job.
  • Customizable roles: This lets you shape your job based on what you’re good at and what you like to do.
Benefits of In-Office Culture

Even though it’s great to have flexibility, being together in the office has its own perks:

  • Collaboration: It’s easier to come up with ideas and solve problems when you can just talk to someone face to face.
  • Innovation: Working close to each other helps with trying out new ideas quickly.
  • Mentorship: Learning from others is easier when you’re in the same place.
  • Engagement: Doing things together at work makes the team stronger.
  • Identity: Being in the same space makes everyone feel more connected to the company’s goals.

When companies mix being flexible with spending some time together at the office, they create a great place to work. This helps keep everyone happy and doing their best.

Challenges of Balancing Flexibility and Office-Based Needs

Finding the right mix between working from home and being in the office can be tough. We often run into problems like not talking enough, keeping the team spirit alive online, and making sure everyone is doing their work well whether they’re at home or in the office.

Remote Work Drawbacks

In-Office Limitations

Balancing the freedom to work how you want with the need to sometimes be in the office is important but not easy. Companies need to think carefully about how to set up work so that it’s fair for everyone, whether they’re at home or in the office.

Some good ways to do this include:

  • Having regular online meetings to keep everyone in the loop
  • Making sure people working from home get to meet up with the team in person now and then
  • Giving remote workers the same information and tools as everyone else
  • Trying to be flexible with when people work

With a bit of planning and effort, companies can make sure everyone gets the best of both worlds.

Best Practices for In-Office Culture Implementation

Making a hybrid work model work well needs careful planning, clear rules, and being open to change. Here are some simple steps to help companies mix office time with working from home.

Set Clear Expectations

It’s important to be clear about:

  • Who can work from home and who needs to come in
  • Days or times you need to be in the office
  • How to schedule your office days
  • How you should talk to your team and how fast you should answer

These rules help everyone know what to do but still let them plan their own schedules. Check these rules now and then to make sure they still work.

Invest in Enabling Technologies

Make sure your team has what they need to work together, even from different places. This includes:

  • Video calls
  • Sharing files online
  • Chatting quickly
  • Sharing ideas on virtual boards

Also, help remote workers set up their home offices by giving them money for equipment or sending them what they need.

Maintain Inclusiveness

Make sure everyone feels part of the team, no matter where they are by:

  • Having meetings online so everyone can join.
  • Making sure everyone can see each other in video calls.
  • Sharing what was talked about in person with those who weren’t there.
  • Sometimes bringing people who work from home to the office.
Emphasize Output Over Hours

Look at what people finish, not how long they work. Remote workers should know what they need to do and have everything they need to do it. This way of thinking is really important when mixing office and home work.

Gather Regular Feedback

Ask your team often what’s working and what’s not. Be ready to try new things or change rules based on what they say. Being willing to change and try new things is key to making hybrid work successful.

Case Studies

Here are some examples of how different companies have made hybrid work well by mixing office time and work-from-home options:


Microsoft has a big team of over 150,000 people working in a mix of office and remote settings. They follow these ideas:

  • Core hours: They have set times from 10am-2pm when everyone needs to be ready to work together, no matter where they are. This helps in planning meetings and teamwork.
  • Gathering spaces: They changed their offices to focus more on spaces where people can come together to talk and work on projects. They still have quiet spots for when you need to focus on your own.
  • Home office money: Microsoft gives money to help set up a good workspace at home. This makes sure people working from home have what they need.
  • Inclusion practices: They train leaders on how to make sure everyone, including remote workers, feels included. They use cameras in meetings so everyone can see each other.

Feedback shows people are happier and more productive with this setup. A big majority, 92%, like the flexibility it offers.

Northern Trust

This company works in financial services and has over 20,000 people doing hybrid work. They focus on:

  • Performance focused: They care more about the work you finish than the hours you work. This allows people to work from different places.
  • Office hotels: Since not everyone needs a permanent desk, they have flexible workspaces you can book when you need to come to the office.
  • Video chats: They use good video tech so teams can work well together, no matter where they are.
  • Money for home offices: They give money each year to help cover costs for things like internet and equipment for home offices.

They’ve seen more work done, saved money on office space, and their employees enjoy better work-life balance.


Mailchimp, a company that helps with email marketing, has about 1,200 employees working both in the office and from home. They use these methods:

  • Flexible PTO: People can take as much vacation as they need. This helps everyone manage their own time off.
  • Annual retreats: Once a year, everyone gets together for a week to catch up, build stronger bonds, and come up with new ideas.
  • Talking when needed: They use chat apps and project tools that let people work together without having to be online at the same time.
  • Fun office: Their office has cool things like massage chairs and games to make coming to the office more fun.

Mailchimp’s approach has led to happy employees and strong growth. Their mix of in-office and remote work attracts top talent who want the freedom to work where they prefer.

Overcoming Common Flexible In-Office Culture Challenges

When companies mix working from home and office work, they face a few tricky issues. Here’s how to handle them and keep everyone happy and productive.

Communication Strategies

Talking well is key for teams that work partly from home. Try these ideas:

  • Virtual watercoolers: Set up a video chat spot for casual talks.
  • Online forums: Use boards where remote workers can ask questions or share cool stuff.
  • Instant messaging: Quick chat apps help avoid long email chains.
  • Project management tools: Use apps like Asana or Trello to keep track of who’s doing what.

Make it clear when people should reply to emails or messages, like within 4 hours during work. This keeps things moving.

Have a quick team meeting every day to check in. And, use video calls often to make remote workers feel like they’re part of the gang.

Preventing Employee Burnout

Working from home a lot can make people feel burnt out or alone. Here are some ways to help:

  • Mental health days: Give days off just for mental health, not the same as sick days.
  • Anonymous surveys: Ask how everyone’s doing regularly and fix any problems.
  • Set availability expectations: Let employees block off work time when they can’t do meetings. Respect these times.
  • Virtual events: Do fun online things together like trivia or cooking. It’s good for team spirit.

Talk one-on-one with people working from home to see how they’re handling things. Remind them it’s okay to take breaks and look after themselves. A happy team does better work.

Flexible In-Office Culture – Conclusion and Key Takeaways

Making a work flexible on-office Culture needs careful thought and ongoing tweaks. Here are the main points to remember:

Flexibility is Here to Stay
  • The pandemic showed us that working from home or a mix of both home and office can really work. People now expect these choices to stick around.
  • Giving people the freedom to choose where they work makes them happier, keeps them around longer, helps get more done, and attracts new talent.
Balance is Crucial
  • If there’s too much freedom without a plan, working together can get hard. But, if you make people come to the office too much, you limit how they prefer to work.
  • Aim for a balance that lets people decide but still keeps everyone working well together.
Policies Must Evolve
  • Rules that don’t change can’t keep up with what people need. Always be ready to listen and change things based on feedback.
Inclusion is Imperative
  • It’s easy for people working from home to feel left out. Use video chats, write things down, and have them come to the office sometimes to keep everyone involved.
Output Over Hours
  • Judge people working from home by what they get done and how well they do it, not how long they work. Set clear goals and make sure they have what they need to meet them.
Trust and Transparency
  • Having a flexible in-office culture means trusting people to do their best. It’s important to talk openly about any problems.

With some effort, trying new things, and listening to what employees need, companies can make a work culture that’s both flexible and together. Meet employees where they are, understand their changing needs, and provide what’s needed to match personal choices with company goals.

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Cam Velasco

CEO & Co-Founder

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