By 2024, the hybrid model will have become an inescapable reality: more thanone in five private-sector employees in France now alternate between face-to-face and remote work, with an average of two days a week spent teleworking. However, this much-applauded flexibility – by 60% of employees, according to Gallup – raises a major challenge for managers: how to smooth the flow of on-site workers without sacrificing cohesion, commitment or performance?

The challenge is no longer to choose between home and the office, but tointelligently orchestrate workplaces so as to transform this diversity into a strategic lever. With collaborative rituals to be reinforced, tasks to be spatialized and equipment to be standardized, solutions exist to avoid the pitfall of a submissive hybrid – where teams feel out of sync – and build an agile, equitable and engaging model.

The data proves it: companies that structure their hybridization with clear benchmarks and adapted tools see their productivity maintained (or even accelerated) and their turnover reduced by almost 35%. Conversely, those who improvise risk losing commitment – like Dell, whoseeNPS fell by 14 points after a poorly negotiated return to the office.

So how do you optimize on-site presence while preserving autonomy and well-being? The answer lies in proactive hybrid governance, where every face-to-face day is seen as a collective opportunity – not a constraint. Here’s how to get there, step by step.

 

Hybridization of work has established itself as an unavoidable model, with more than one in five employees teleworking at least once a month in France in 2024. Yet managing the flow of onsite workers represents a major challenge for companies: how can individual flexibility be reconciled with collective cohesion? How can space be organized to avoid overloading or under-utilizing offices? And, above all, how can we ensure that days of physical presence create added value for the team and the company?

This article explores concrete strategies for optimizing the management of face-to-face worker flows. We’ll look atspace organization, intelligent presence planning,aligning tasks with workplaces, and technological tools to smooth this transition. Not forgetting the importance of collaborative rituals and engagement metrics to measure the impact of your choices. Whether you’re an HR manager, team director or property manager, these insights will help you transform hybridization into a lever for performance and well-being.

Why is onsite flow management a strategic issue?

Hybridization of work is no longer a trend, but a reality rooted in corporate practices. In 2024, 22% of private-sector employees in France will telework at least once a month, with an average of 1.9 days per week spent working remotely. However, this new flexibility raises a crucial question: how can we effectively manage the flow of face-to-face workers to avoid empty offices or, conversely, saturated spaces?

The answer lies not only inoptimizing square meters, but also in creating value during onsite days. A Gallup study reveals that 60% of employees prefer a hybrid rhythm (3 days in the office / 2 days remote), but that only 23% of hybrids declare themselves to be engaged, compared with 31% of full remotes. This paradox underlines a major challenge: face-to-face working must be synonymous with enriching collaboration, and not simply an obligation to be present.

Furthermore, companies that impose a return to the office (RTO ) without a clear strategy are seeing their eNPS (Employee Net Promoter Score) plummet. Dell, for example, saw its eNPS drop from 62 to 48 in six months after forcing a return to the office. Conversely, organizations that structure their onsite flows around clear objectives (co-creation, training, team-building) see a 35% increase in talent retention and improved productivity.

Finally, the management of onsite flows has a direct impact on the employer brand. Employees expect spaces adapted to their needs (equipped meeting rooms, concentration areas, informal spaces) and a transparent organization of attendance days. Without this, there is a high risk of eroding commitment and increasing turnover. The key? Transforming face-to-face meetings into a value-added experience, where every day spent in the office counts.

Organize spaces to optimize flows and maximize efficiency

Workspace design plays a central role in managing onsite workflows. With hybridization, offices are no longer places of permanent presence, but hubs of collaboration and innovation. To respond to this evolution, companies need to rethink their spaces along three axes: flexibility, modularity and technology.

Firstly, it is essential to diversify the zones to meet the different needs of employees:

• • Collaborative spaces: meeting rooms equipped with digital tools (interactive whiteboards, high-quality videoconferencing) for co-creation workshops or brainstorming sessions.

  • • Concentration zones: soundproofed cubicles or quiet areas for tasks requiring sustained attention.

  • • Informal spaces: cafeterias, relaxation areas or terraces to encourage spontaneous exchanges and reinforce cohesion.

  • • Non-staffed positions: shared offices or “hot desking” to optimize space utilization and reduce real-estate costs.

  Secondly, modularity is key. The most agile companies rely on movable partitions, modular furniture and spaces that can be reconfigured according to the needs of the day. For example, a meeting room can be transformed into a coworking space the next day, or an event venue in the evening. This approach means that spaces can be adapted to meet peaks in attendance (Monday and Thursday are often the busiest days) and avoid wastage.

  Finally, technology must be at the service of the user experience. Solutions such as presence sensors (to measure space occupancy in real time), office reservation apps (such as Robin or OfficeRnD) or collaborative platforms (Microsoft Teams, Slack) help to streamline the organization. For example, Salesforce uses IoT sensors to dynamically adjust lighting, air conditioning and space allocation according to actual flows, reducing its energy costs by 30% while improving employee comfort.

  Another often underestimated lever isergonomics. With hybridization, employees alternate between home and office workstations. To avoid musculoskeletal disorders (MSDs) and guarantee optimum comfort, it is crucial to invest in adjustable furniture (sit-stand desks, ergonomic chairs) and adapted equipment (screen supports, ergonomic keyboards). AnINRS study shows that companies which improve the ergonomics of their workplaces reduce absenteeism by 25%.

  To sum up, organizing spaces to facilitate onsite flows involves :

  • • Diversification of zones (collaborative, concentrated, informal).

    • • Modularity to adapt to changing needs.

    • • Technological integration to optimize use and comfort.

    • • Special attention toergonomics to protect employee health.

    Case study: how Spotify redesigned its spaces for hybridization

    Spotify has adopted a radical approach called“Work From Anywhere” (WFA), where employees can choose their workplace according to their tasks. To support this flexibility, the company has redesigned its offices according to the“neighborhoods” principle:

    • • Studio zones: dedicated to creative teams (design, development) with top-of-the-range tools for collaborative work.

      • • Library zones: quiet areas for individual tasks, with soundproof booths.

      • • Café” areas: informal places for spontaneous exchanges, equipped with whiteboards and shared screens.

      The result? A 20% reduction in real estate costs (thanks to better use of space) and a 15% increase in employee satisfaction, according to their 2023 internal report. The key to their success? Aligning space planning with real team needs, rather than rigid standards.

      Presence planning: methods for avoiding overload or under-utilization

      Presence planning is a delicate balance: too many employees on site on the same day, and spaces become overcrowded; too few, and offices seem deserted, harming the collective dynamic. To avoid these pitfalls, companies need to adopt a data-driven and collaborative approach, combining technological tools, clear rules and flexibility.

      Firstly, it’s essential to map requirements by team. Not all functions have the same attendance requirements. For example:

      • • Sales or marketing teams may prefer face-to-face days for creative workshops or product launches.

        • • Developers or analysts can opt for more remote days, reserving face-to-face time for sprints or code reviews.

        • • Managers need to be present on days when their teams are the majority on site, to facilitate coaching and coordination.

        To structure this, many companies adopt a system of“anchor days“: fixed days when certain teams or the whole company are encouraged to be present. For example:

        • • Monday and Thursday: intensive collaboration days (meetings, workshops).

          • • Tuesday and Friday: flexible days (teleworking or face-to-face as required).

          • • Wednesday: “deep work” day (few meetings, focus on individual tasks).

          This approach, used by companies such as Google and Microsoft, smoothes workflows and avoids attendance peaks. It also offers predictability to employees, who can organize their week accordingly. To take this a step further, tools such as Robin, OfficeRnD or Condeco enable you to reserve offices or rooms in real time, according to need, and avoid conflicts of use.

          Secondly, transparency is crucial. Employees need to know who will be present when, to maximize collaboration opportunities. Solutions such as Microsoft Viva or Slack now include shared calendar functionalities, where everyone can indicate which days they will be present. Some companies go even further, creating dynamic dashboards displaying space occupancy and planned attendance in real time.

          Thirdly, it’s important toexperiment and adjust. No rule is set in stone. For example, Trip.com tested different hybrid rhythms (2 days vs. 3 days in the office) and found that 3 days face-to-face offered the best balance between collaboration and flexibility, with a 35% reduction in turnover. Their method? A/B tests over several months, combined with satisfaction surveys to measure impact.

          Finally, attendance planning must be aligned with business objectives. For example:

          • • During accounting closing periods, finance teams can be encouraged to be more present to facilitate exchanges.

            • • During product launches, marketing and R&D teams can synchronize their attendance for intensive workshops.

            • • During recruitment periods, managers need to be on site to welcome new employees.

            To sum up, for optimal attendance planning :

            • • Adopt anchor days to structure the week.

              • • Use booking and tracking tools to streamline organization.

              • • Be transparent about planned attendance.

              • • Experiment and adjust according to feedback.

              • • Align planning with the company’s strategic objectives.

              Example: Microsoft’s “Hybrid Workplace” strategy

              Microsoft has implemented a hybrid model based on six key principles:

              1. 1. Flexibility: employees can choose their days of presence, up to a maximum of 50% of the time.

                 1. 1. Intentionality: each day on the site must have a clear objective (collaboration, training, team-building).

                 1. 1. Fairness: development opportunities are the same for everyone, whether on-site or remote.

                 1. 1. Technology: collaborative tools (Teams, Viva) to streamline exchanges.

                 1. 1. Adapted spaces: offices that can be reconfigured as needed.

                 1. 1. Measurement and adjustment: regular monitoring of commitment and productivity.

                 To manage this flow, Microsoft uses a “reservation-based seating” system: employees reserve their office space in advance via an internal application, thus avoiding overcrowding and optimizing space utilization. The result: a 20% reduction in real-estate costs and a 12% increase in employee satisfaction.

                 Aligning tasks with locations: when and why come to the office?

                 One of the major challenges of hybridization is to define which tasks need to be carried out on site and which can be done remotely. Without this clarification, face-to-face days run the risk of becoming wasted days, when employees attend out of obligation, without deriving any value from it. Conversely, a clear strategy can transform face-to-face meetings into a lever for performance and cohesion.

                 To achieve this, start by categorizing activities according to their nature and need for interaction. Here’s a simple matrix to guide you:

                 Task type	The ideal place	Examples	Benefits
                 Intensive collaboration	On site	Brainstorming, co-creation workshops, complex problem-solving, training.	Stimulates innovation, strengthens ties, speeds up decision-making.
                 In-depth individual work	Remote	Report writing, data analysis, code development, business intelligence.	Maximizes concentration, reduces interruptions.
                 Strategic meetings	Hybrid (on site + visio)	Management committees, project reviews, progress reviews.	Allows everyone to be included, while keeping key decisions physically anchored.
                 Administrative tasks	Remote	Data entry, email management, presentation preparation.	Free up time on site for higher value-added activities.
                 Team-building and culture	On site	Seminars, team lunches, team-building activities, celebrations.	Reinforces belonging, improves motivation and retention.

                 This matrix needs to be adapted to your sector and corporate culture. For example, in the creative sectors (design, advertising), on-site collaboration will be favored, while in the tech sectors (software development), remote working may be more dominant.

                 Once the tasks have been categorized, it’s essential to clearly communicate these expectations to the teams. This can be done by :

                 • • A best practice guide to when and why to come to the office.

                   • • Shared calendars indicating the days dedicated to certain activities (e.g. “Tuesday = deep work day, Thursday = collaboration day”).

                   • • Training for managers to help them organize attendance according to objectives.

                   It is also crucial toavoid bias in task allocation. AnINSEE study reveals that executives telework more (63% of them) than employees (10%), partly because their tasks are deemed more “teleworkable”. Yet many employee activities (administrative management, customer service) could be carried out remotely with the right tools. To avoid inequalities, involve teams in the co-construction of rules, and make sure that everyone has access to the same opportunities, regardless of where they work.

                   Finally, don’t forget to measure the impact of this organization. Indicators such as :

                   • • The participation rate on collaborative days.

                     • • Level of commitment (via pulse surveys).

                     • • Productivity (deliverables, deadlines met).

                     • • Sense of belonging (qualitative surveys).

                     will enable you to adjust your strategy. For example, if onsite collaboration days aren’t generating the expected engagement, you may need to review their frequency or format.

                     Case study: how Airbnb redefined on-site work

                     Airbnb has adopted a radical hybrid policy dubbed“Live and Work Anywhere“, where employees can work from anywhere, including abroad (within the limit of 90 days per country). To structure onsite presence, the company has defined“key moments” when physical presence is encouraged:

                     • • Project kick-offs: 2-3 days on site to launch initiatives and align teams.

                       • • Creative workshops: face-to-face design or brainstorming sessions.

                       • • Cultural events: seminars, celebrations, team-building.

                       • • Onboarding: new recruits spend their first two weeks on site to immerse themselves in the culture.

                       For the rest, employees are free to choose where they work. The result? A 20% increase in satisfaction and a reduction in real-estate costs thanks to better use of space. The key to their success? Aligning on-site presence with clear objectives, rather than arbitrary rules.

                       Technological tools to optimize flow management

                       Technology plays a central role in managing the flow of on-site workers. Without the right tools, companies risk ending up with under-utilized offices, booking conflicts or a degraded employee experience. Fortunately, a new generation of software and hardware solutions makes it possible to automate, optimize and analyze presence flows. Here are the categories of tools you need to make your hybrid transition a success.

                       Firstly, space reservation platforms have become indispensable. These tools enable employees to reserve offices, meeting rooms or collaborative spaces in just a few clicks, avoiding conflicts and waste. Among the most popular solutions :

                       • • Robin: allows you to view available space in real time and reserve offices or rooms. Includes check-in/check-out functions to automatically release unused space.

                         • • OfficeRnD: offers advanced hybrid space management, with dashboards to track occupancy and integrations with Slack or Teams.

                         • • Condeco: a solution used by companies such as BP and Deloitte, which allows you to plan attendance according to teams and projects.

                         These tools often integrate with shared calendars (Google Calendar, Outlook) and collaborative platforms (Slack, Teams), enabling seamless synchronization. For example, at Salesforce, employees book their office via a mobile app linked to their calendar, which reduces no-shows (reservations not honored) by 40%.

                         Secondly, IoT (Internet of Things) sensors are revolutionizing space management. These devices, installed in offices, meeting rooms or common areas, measure in real time :

                         • • Space occupancy rate.

                           • • Usage patterns (average length of use, peak hours).

                           • • Environmental conditions (temperature, air quality, light).

                           Companies like Cisco and IBM use this data to :

                           • • Optimizespace allocation (e.g. convert a little-used room into a coworking space).

                             • • Adjust air conditioning and lighting according to actual occupancy, thus reducing energy costs.

                             • • Identify bottlenecks (e.g. meeting room queues) and remedy them.

                             For example, Schneider Electric reduced its energy consumption by 30% by using sensors to dynamically adjust lighting and heating in its hybrid offices.

                             Thirdly, flow analysis tools enable us to move from intuitive management to a data-driven approach. Solutions such as Verkada or Density provide dashboards with key metrics:

                             • • Occupancy rate per space per hour.

                               • • Frequency of reservations cancelled or not honored.

                               • • Correlation between on-site presence and productivity (via integrations with tools such as Workday or BambooHR).

                               This data enables HR managers and property managers to make informed decisions, such as :

                               • • Resize spaces according to real needs.

                                 • • Adjust telecommuting policies (e.g. limit onsite days if spaces are systematically under-utilized).

                                 • • Identify which teams or departments need more collaborative spaces.

                                 Fourthly, advanced videoconferencing solutions are essential to ensure an equitable experience between onsite and remote collaborators. Tools such as :

                                 • • Zoom Rooms: to equip meeting rooms with top-of-the-range audio/video systems.

                                   • • Microsoft Teams Rooms: integrates features such as “front row” (optimized layout for remote participants) or “speaker tracking” (camera that automatically follows the speaker).

                                   • • Owl Labs: offers 360° cameras that capture the entire room, giving remote participants a sense of immersion.

                                   These technologies break down the barrier between face-to-face and remote work, ensuring that all employees, wherever they are, have the same quality of experience. At Dropbox, for example, meeting rooms are equipped with interactive touch screens and spatialized audio systems, which has reduced the feeling of exclusion among teleworkers by 50%.

                                   Finally, continuous feedback platforms (such as Peakon, Officevibe or Glint) enable real-time measurement of the impact of hybrid policies on engagement and well-being. These tools send micro-surveys (pulse surveys) to employees to gather their feedback on :

                                   • • The quality of onsite spaces.

                                     • • The relevance of attendance days.

                                     • • Teleworkers’ sense of inclusion.

                                     • • Equipment and training needs.

                                     This data is then analyzed to adjust strategies in real time. For example, if feedback indicates that meeting rooms are often too small for collaborative workshops, the company can reconfigure its spaces or invest in more suitable venues.

                                     In short, to optimize on-site flow management with :

                                     • • Use booking platforms (Robin, OfficeRnD) to avoid conflicts.

                                       • • Deploy IoT sensors to measure occupancy and adjust spaces.

                                       • • Analyze flows with data-driven tools (Verkada, Density).

                                       • • Equip your rooms with advanced videoconferencing solutions (Zoom Rooms, Owl Labs).

                                       • • Collect continuous feedback (Peakon, Officevibe) to adjust your policies.

                                       Example: how Accenture uses AI to optimize its spaces

                                       Accenture has developed an in-house solution based onartificial intelligence to manage its hybrid workflows. Their system, called“SpaceIQ“, combines :

                                       • • Presence sensors in all their offices worldwide.

                                         • • An AI algorithm that analyzes usage patterns.

                                         • • An intelligent booking platform that suggests the best slots according to team needs.

                                         Thanks to this solution, Accenture has :

                                         • • Reduces real estate costs by 25% by optimizing space utilization.

                                           • • Improved employee satisfaction by 18% by offering them task-specific spaces.

                                           • • Reduced its carbon footprint by 20% by adjusting air conditioning and lighting according to actual occupancy.

                                           Their approach shows how technology, when properly integrated, can transform hybrid flow management into a competitive advantage.

                                           Rituals and corporate culture: strengthening cohesion despite distance

                                           One of the major challenges of hybridization is to maintain team cohesion and corporate culture despite the distance. Without special attention, employees can feel isolated, disconnected from common goals, or even excluded from important decisions. To avoid this, companies need to reinvent their rituals and create moments of connection that transcend the workplace.

                                           Firstly, daily rituals are essential to maintain a regular link between employees. Here are a few inspiring examples:

                                           • • Hybrid stand-up: a short meeting (15-30 minutes) at the start of the day to align priorities. To strengthen the social bond, open the session 10 minutes earlier for an informal“virtual coffee”.

                                             • • End-of-day check-out: a quick round-table discussion to share the day’s successes and challenges. This helps celebrate small victories and defuse tensions.

                                             • • Moments of gratitude: every Friday, an employee shares a thank-you to a peer (e.g. “Thanks to [First name] for his help on project X”). This reinforces a culture of recognition and a sense of belonging.

                                             These rituals need to be inclusive: make sure that remote employees are as involved as on-site ones. Use tools like Miro (collaborative whiteboards) or Slack (dedicated feedback channels) to ensure that everyone can participate, wherever they are.

                                             Secondly, one-off events play a key role in cohesion. Here are a few ideas to make a lasting impression:

                                             • • Hybrid seminars: alternate between face-to-face sessions (for practical workshops) and remote sessions (for conferences). For example, organize a quarterly seminar where teams meet physically for workshops, followed by online sessions for remote collaborators.

                                               • • Team-building activities: virtual escape games, video cooking workshops, or sporting challenges (e.g. “10,000 steps a day” with inter-team ranking).

                                               • • Celebrating success: launch a“kudos channel” on Slack where employees can share their successes, or organize“virtual aperitifs” to celebrate team victories.

                                               The aim is to create memorable moments that strengthen bonds, even at a distance. For example, GitLab, a 100% remote company, organizes an annual“Contribute“: a hybrid event where employees from all over the world come together (physically or virtually) for workshops, conferences and networking activities. The result: a 90% retention rate, well above the industry average.

                                               Thirdly, the feedback culture is a pillar of cohesion in hybrid mode. Employees need to feel that they are being listened to and involved in decisions, whether they are working on site or remotely. To achieve this, implement :

                                               • • Regular pulse surveys to measure morale and identify sticking points.

                                                 • • Talking circles: monthly sessions where employees can express their difficulties and ideas in complete confidentiality.

                                                 • • 360° feedback: enables managers and peers to exchange constructive feedback, wherever they work.

                                                 At BetterUp, a coaching platform, employees take part in“listening tours“: sessions where managers listen to team feedback without judgment. This practice has halved turnover and boosted productivity by 56%.

                                                 Fourthly, mentoring and sponsorship are powerful levers for strengthening ties. Here’s how to structure them in hybrid mode:

                                                 • • Cross-mentoring programs: each new employee is accompanied by an onsite and a remote peer, to facilitate integration.

                                                   • • Mentoring circles: groups of 4-5 people who meet regularly (face-to-face or by videoconference) to share their challenges and learnings.

                                                   • • Virtual shadowing: a junior employee can “shadow” a senior employee remotely for a day to learn from his or her expertise.

                                                   At Salesforce, for example, the“Trailblazer” program pairs each new recruit with a mentor and a “buddy” (an experienced peer). This has cut onboarding time by 30% and improved new employee satisfaction by 40%.

                                                   Finally, transparent communication is the cornerstone of cohesion. In hybrid mode, information must flow quickly and equitably between all employees. To achieve this:

                                                   • • Use dedicated channels on Slack or Teams to share important announcements.

                                                     • • Organize “AMAs” (Ask Me Anything) with management, where employees can ask questions live or anonymously.

                                                     • • Create a weekly “internal newsletter” to summarize company news and highlight team successes.

                                                     At HubSpot, transparency is a core value. Their“Culture Code” (a public document detailing their values and practices) is regularly updated with feedback from employees. The result: a commitment rate of 85%, one of the highest in the tech sector.

                                                     In short, to strengthen cohesion despite distance:

                                                     • • Establish daily rituals (stand-ups, check-outs, moments of gratitude).

                                                       • • Organize memorable one-off events (hybrid seminars, team-building).

                                                       • • Develop a feedback culture (surveys, talking circles, 360° feedback).

                                                       • • Set up mentoring programs to foster intergenerational ties.

                                                       • • Guarantee transparent communication (dedicated channels, AMA, newsletters).

                                                       Example: how Zapier maintains its 100% remote culture

                                                       Zapier, an entirely remote company, has developed a strong corporate culture despite the absence of physical offices. Their approach is based on :

                                                       • • Asynchronous rituals: employees share their goals and progress via tools like Notion or Slack, without the need for immediate responses.

                                                         • • Annual retreats: once a year, the whole company gathers in an inspiring location (e.g. Lisbon, Bali) for workshops, team-building activities and celebrations.

                                                         • • A “culture” budget: each employee receives a budget to organize local activities with his or her peers (e.g. team dinner, escape game).

                                                         • • Radical transparency: all strategic decisions are shared internally, and employees are encouraged to give their opinion.

                                                         The result? Zapier boasts a retention rate of 92% and an eNPS of 75 (compared with an industry average of 30). Their secret? Replacing physical proximity with emotional proximity, thanks to well-thought-out rituals and a culture of trust.

                                                         Measuring impact: key indicators for adjusting your strategy

                                                         To successfully manage onsite flows, it’s not enough to implement hybrid policies: you also need to measure their impact and adjust them on an ongoing basis. Without data, you’re flying blind, with the risk of seeing engagement plummet or real-estate costs soar. Here are the key indicators to track, along with methods for analyzing them and acting accordingly.

                                                         Firstly, space utilization metrics are essential to optimizing your offices. Here are the metrics to track:

                                                         • • Occupancy rate: percentage of space used in relation to total capacity. A rate of less than 60% may indicate oversizing.

                                                           • • Hours of use: what are the peaks (e.g. 10am-12pm) and troughs (e.g. 2pm-4pm)? This enables us to adjust schedules and equipment.

                                                           • • Types of space most in demand: meeting rooms, individual cubicles, collaborative spaces? This guides the reconfiguration of the premises.

                                                           • • No-shows: how many bookings are not honored? A high rate may indicate a lack of commitment or unsuitable spaces.

                                                           Tools such as Density or Verkada provide this data in real time. For example, if you find that your meeting rooms are under-used, you can turn them into coworking spaces. Conversely, if concentration zones are always full, you’ll need to create more of them.

                                                           Secondly, engagement metrics measure the impact of your hybrid strategy on team morale and productivity. Here are the metrics to track:

                                                           • • eNPS (Employee Net Promoter Score): measures the likelihood that your employees will recommend your company as a good place to work. An eNPS above 50 is excellent.

                                                             • • Ritual participation rate: how many employees take part in stand-ups, events or training courses? A low rate may indicate disengagement.

                                                             • • Sense of belonging: via qualitative surveys (“I feel connected to my team”, “I understand how my work contributes to the company’s objectives”).

                                                             • • Turnover and retention: high turnover may signal a problem with the culture or hybrid organization.

                                                             • • Productivity: measured by indicators specific to your sector (e.g. deliverables, deadlines, quality of work).

                                                             Platforms such as Peakon, Glint and Officevibe enable you to collect this data via pulse surveys. For example, if your eNPS drops after the introduction of mandatory onsite days, this may indicate a need to adjust your policy.

                                                             Thirdly, costs and savings need to be closely monitored to assess the profitability of your hybrid model. Here are the items to analyze:

                                                             • • Property costs: rent, utilities, maintenance. Good hybrid management can reduce these costs by 20-30%.

                                                               • • Technological expenditure: collaborative tools, office and teleworker equipment (computers, headsets, ergonomic furniture).

                                                               • • Travel expenses: reimbursement of transport or coworking spaces for remote employees.

                                                               • • Savings: reduced absenteeism, improved productivity, lower turnover.

                                                               A financial dashboard can help you compare the cost per employee before and after hybridization. For example, if your real estate costs drop by 25% but your technology expenses increase by 10%, the balance remains positive.

                                                               Fourthly, qualitative feedback is just as important as quantitative data. Organize :

                                                               • • Focus groups: bring together employees from different departments to discuss their hybrid experience.

                                                                 • • Individual interviews: managers need to talk to their teams on a regular basis to gather feedback.

                                                                 • • Digital suggestion boxes: a Slack channel or anonymous form where employees can share their suggestions.

                                                                 This feedback enables us to identify problems invisible in the figures. For example, an employee may report that meeting rooms are not suitable for videoconferencing, or that compulsory attendance days are disrupting his or her work/life balance.

                                                                 Finally, to act on this data, adopt acontinuous improvement approach:

                                                                 • • Analyze trends: identify patterns (e.g. lower engagement on Mondays, under-utilization of space on Fridays).

                                                                   • • Test solutions: launch pilot projects (e.g. flexible attendance days, new rituals) and measure their impact.

                                                                   • • Adjust your policies: based on the results, modify the rules (e.g. reduce the number of mandatory days, reconfigure spaces).

                                                                   • • Communicate changes: explain to teams why and how adjustments are being made, to ensure their buy-in.

                                                                   At Dropbox, for example, data revealed that employees made little use of the offices on Fridays. The company decided to close its offices on Fridays, saving 10% on real estate costs without impacting productivity.

                                                                   In short, to measure the impact of your hybrid strategy :

                                                                   • • Track space utilization metrics (occupancy rate, no-shows).

                                                                     • • Measurecommitment (eNPS, participation in rituals, turnover).

                                                                     • • Analyze costs and savings (real estate, technology, productivity).

                                                                     • • Gather qualitative feedback (focus groups, interviews, suggestion boxes).

                                                                     • • Adopt acontinuous improvement approach (test, measure, adjust).

                                                                     Example: how Slack uses data to optimize hybridization

                                                                     Slack, a pioneer in hybrid working, has set up a “Workplace Analytics” system to track real-time :

                                                                     • • Space utilization (via sensors and reservations).

                                                                       • • Engagement (via pulse surveys and analysis of interactions on the platform).

                                                                       • • Productivity (via indicators such as message response time or channel participation).

                                                                       Thanks to this data, Slack has :

                                                                       • • Reduce office space by 40% by identifying under-used areas.

                                                                         • • Increased its eNPS by 20 points by adjusting its hybrid policies (e.g. flexible attendance days).

                                                                         • • Saved 15% on technology costs by optimizing software licenses.

                                                                         Their approach shows how data, when properly harnessed, can transform hybridization into a strategic advantage.

                                                                         Anticipating future challenges: flexibility, equity and sustainability

                                                                         Hybridization of work is still an evolving model, and companies need to anticipate future challenges to remain competitive. Three major issues are emerging: increased flexibility,equity between employees and the sustainability of hybrid policies. Here’s how to tackle them proactively.

                                                                         Firstly, the demand for flexibility will continue to grow. Employees, especially the younger generations (Gen Z and Millennials), expect companies to offer them greater freedom in the organization of their work. According to a Deloitte study, 75% of Millennials and 83% of Gen Zs consider flexibility to be a key criterion in their choice of employer. To meet this expectation, companies must :

                                                                         • • Adopt “full flexible” models: allow employees to choose their days of presence, within the limits of the team’s needs.

                                                                           • • Experiment with “work from anywhere”: as at Spotify or GitLab, where employees can work from anywhere (within the limits of time zones).

                                                                           • • Develop “digital nomadism” policies: allow employees to work from abroad for a limited period (e.g. 3 months a year).

                                                                           However, this increased flexibility requires a clear framework to prevent abuse or imbalance. For example, at Shopify, employees can work from anywhere, but must respect“core hours” to facilitate collaboration.

                                                                           Secondly,equity between onsite and remote employees is a growing challenge. Without special attention, teleworkers can feel excluded from decisions, career opportunities or even informal interactions. To ensure equity :

                                                                           • • Train managers to manage hybrid teams: how to evaluate performance from a distance, how to include everyone in meetings, how to avoid bias (e.g. favoring those present for promotions).

                                                                             • • Standardize opportunities: training, mentoring, strategic projects must be accessible to everyone, wherever they work.

                                                                             • • Measure fairness: via surveys on feelings of inclusion (“I feel fairly treated compared to my colleagues on site”).

                                                                             For example, at Salesforce, promotions and raises are based on objective criteria (performance, skills) rather than physical visibility. As a result, 90% of employees feel that their company treats everyone fairly, compared with an industry average of 60%.

                                                                             Thirdly, the sustainability of hybrid policies is a key issue. Hybridization must not be a temporary solution, but a perennial model that adapts to changes in the workplace. To achieve this, companies must :

                                                                             • • Make flexibility part of their DNA: include it in their values, recruitment processes and employer brand.

                                                                               • • Invest in sustainable tools: choose scalable technological solutions (e.g. collaborative platforms that adapt to new needs).

                                                                               • • Ongoing training: employees and managers must be regularly trained in hybrid best practices (e.g. time management, asynchronous communication).

                                                                               • • Anticipate regulations: laws on telecommuting (e.g. France’s right to disconnect) or environmental standards (e.g. travel reduction) can have an impact on your policies.

                                                                               For example, Microsoft has created a“Hybrid Work Lab” dedicated to innovation in work models. Their objective: to continuously test new ways of collaborating (e.g. virtual reality for meetings) and adapt their policies accordingly.

                                                                               Finally, companies also need to anticipate the psychological risks associated with hybridization. Feelings of isolation, virtual meeting fatigue (“Zoom fatigue”) or difficulty in disconnecting are real challenges. To address them:

                                                                               • • Offer wellness resources: access to meditation platforms (e.g. Headspace), coaching sessions or stress management workshops.

                                                                                 • • Encourage breaks: introduce“no-meeting days” or email-free time slots.

                                                                                 • • Train for resilience: helps employees manage the uncertainty and change associated with hybridization.

                                                                                 At Google, employees have access to“Wellbeing Labs“: workshops on time management, mindfulness or work/life balance. The result: a 25% drop in burnout cases since 2020.

                                                                                 In short, to anticipate the future challenges of hybridization :

                                                                                 • • Increase flexibility (“full flexible” models, work from anywhere).

                                                                                   • • Guaranteefairness (manager training, standardized opportunities).

                                                                                   • • Build a sustainable model (cultural integration, scalable tools).

                                                                                   • • Prevent psychological risks (wellness resources, encouraged breaks).

                                                                                   Example: Unilever’s “Future of Work” vision

                                                                                   Unilever has launched an ambitious program called“Future of Work“, based on three pillars:

                                                                                   1. 1. Radical flexibility: employees can choose their place of work (office, home, coworking) and their working hours, within the limits of their team’s needs.

                                                                                      1. 1. Guaranteed fairness: all opportunities (training, promotions) are open to all, with transparent decision-making processes.

                                                                                      1. 1. Integrated sustainability: reduction of carbon footprint (less travel, eco-responsible offices) and continuous adaptation to regulations.

                                                                                      To support this vision, Unilever has :

                                                                                      • • Created“Flexibility Principles“: clear guidelines on flexibility expectations.

                                                                                        • • Launched a reverse mentoring program: young employees coach senior staff on digital tools and hybrid best practices.

                                                                                        • • Investment in “net-zero” offices: spaces designed to minimize environmental impact (renewable energy, recycled materials).

                                                                                        The result? A 30% increase in engagement, a 40% reduction in office-related CO2 emissions, and a halving of staff turnover. Their approach shows how hybridization, when strategic and responsible, can become a driver of performance and innovation.

                                                                                        Conclusion: towards a mature, high-performance hybrid model

                                                                                        The hybridization of work is much more than a simple alternation between face-to-face and remote work: it’s a profound transformation of collaboration, management and organization methods. To take full advantage of it, companies need to adopt a strategic, data-driven and human approach.

                                                                                        The keys to success lie in :

                                                                                        • • Flexible space organization adapted to real needs (collaborative, concentration and informal zones).

                                                                                          • • Intelligent attendance planning, aligned with business objectives and team preferences.

                                                                                          • • Align tasks with locations: reserve face-to-face time for collaboration and culture, and remote time for individual work.

                                                                                          • • Technological tools to streamline flow management (space reservation, IoT sensors, collaborative platforms).

                                                                                          • • Rituals and a corporate culture that reinforce cohesion, even at a distance (hybrid stand-ups, one-off events, mentoring).

                                                                                          • • Continuous impact measurement (usage metrics, engagement, costs) to adjust policies in real time.

                                                                                          • • Anticipating future challenges (greater flexibility, equity, sustainability, well-being).

                                                                                          The companies that will succeed in this transition are those that manage to combine operational efficiency with the employee experience. As the examples of Spotify, Unilever and Microsoft show, hybridization is not a compromise, but an opportunity: to create more agile, more inclusive and more sustainable work environments.

                                                                                          For HR managers, directors and executives, the message is clear: hybridization cannot be decreed, it has to be built. It requires listening to teams, testing solutions, measuring results and makingongoing adjustments. But the rewards are commensurate with the effort: more committed employees, higher-performing teams and a more resilient company in the face of tomorrow’s challenges.

                                                                                          So where do you start? Here’s a 5-step roadmap:

                                                                                          1. 1. Audit: evaluate your current spaces, tools and practices.

                                                                                             1. 1. Co-construction: involve your teams in defining the new hybrid rules.

                                                                                             1. 1. Pilot: test solutions on a restricted perimeter (e.g. a team, a department).

                                                                                             1. 1. Measurement: track key indicators (commitment, space utilization, productivity).

                                                                                             1. 1. Adjustment: fine-tune your strategy according to feedback and data.

                                                                                             Above all, remember that hybridization is a journey, not a destination. The most successful companies will be those that know how to evolve continuously, placingpeople andinnovation at the heart of their business model.

                                                                                             Ready to take action? Contact us for customized support in implementing your hybrid strategy. Together, we can turn this challenge into an opportunity for your company and your teams.

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                                                                                             FAQ: Hybridization of work – Strategies for managing the flow of workers on site

                                                                                             How to optimize the organization of hybrid work for an effective onsite presence?

                                                                                             For optimal management of face-to-face worker flows, it is essential to :

                                                                                             • • Define fixed days of presence by team or department to facilitate coordination.

                                                                                               • • Use shared scheduling tools (such as Microsoft Teams or Google Calendar) to view attendance.

                                                                                               • • Prioritize tasks requiring physical collaboration (e.g. creative workshops, training courses).

                                                                                               • • Establish team rituals (e.g. weekly face-to-face meetings) to reinforce cohesion.

                                                                                               What are the benefits of a well-structured hybrid work strategy?

                                                                                               A well-organized hybrid approach offers several benefits:

                                                                                               • • Greater flexibility for employees, improving their work/life balance.

                                                                                                 • • Optimize workspaces by rotating staff, reducing real-estate costs.

                                                                                                 • • Improve productivity by reserving face-to-face time for collaborative tasks, and remote time for concentration.

                                                                                                 • • Reduced absenteeism and turnover thanks to improved well-being at work.

                                                                                                 How can conflicts between face-to-face and remote workers be avoided?

                                                                                                 To prevent tensions and ensure fairness:

                                                                                                 • • Establish clear, transparent rules on expectations in terms of attendance and results.

                                                                                                   • • Train managers in inclusive leadership, avoiding bias towards remote workers.

                                                                                                   • • Organize regular exchanges (e.g. individual feedback, hybrid team meetings).

                                                                                                   • • Encourage a culture of recognition, valuing contributions wherever they are made.

                                                                                                   What technological tools can facilitate the management of hybrid flows?

                                                                                                   A number of software solutions help coordinate attendance and streamline collaboration:

                                                                                                   • • Space reservation tools: Robin, OfficeRnD, or Condeco to manage offices and meeting rooms.

                                                                                                     • • Communication platforms: Slack, Microsoft Teams, or Zoom to maintain the link between face-to-face and remote.

                                                                                                     • • Project management software: Trello, Asana, or Monday for tracking tasks and deadlines.

                                                                                                     • • Feedback solutions: Pulse surveys (via Officevibe or Peakon) to measure engagement and adjust strategies.

                                                                                                     How to adapt workspaces for an efficient hybrid model?

                                                                                                     To meet the needs of on-site workers, the spaces must evolve:

                                                                                                     • • Create collaborative areas (e.g. brainstorming rooms, informal spaces) for face-to-face exchanges.

                                                                                                       • • Optimize flexible workstations (e.g. shared offices, hot desking) for busy days.

                                                                                                       • • Equip meeting rooms with hybrid technologies (e.g. 360° cameras, interactive screens) to include remote participants.

                                                                                                       • • Set up relaxation areas (e.g. cafeterias, rest areas) to encourage informal exchanges.

                                                                                                       Best practices for managers in a hybrid context?

                                                                                                       Managers play a key role in the success of the hybrid model. Here are some essential practices:

                                                                                                       • • Adopt a leadership style based on trust, focusing on results rather than time spent in the office.

                                                                                                         • • Organize regular one-on-one meetings to maintain the link with each employee.

                                                                                                         • • Clarify objectives and priorities so that everyone knows what is expected, wherever they work.

                                                                                                         • • Encourage transparency on attendance schedules to facilitate coordination.

                                                                                                         • • Train teams to use digital tools for smooth collaboration.

                                                                                                         How do you measure the effectiveness of a hybrid strategy and adjust onsite flows?

                                                                                                         To evaluate and optimize your model, use these indicators:

                                                                                                         • • Attendance rates: Monitor space usage to adjust capacity.

                                                                                                           • • Employee commitment: Measure via surveys (eNPS) or qualitative feedback.

                                                                                                           • • Productivity: Analyze achievement of objectives (OKR, KPI) by team or individual.

                                                                                                           • • Turnover and absenteeism: key indicators for assessing well-being and satisfaction.

                                                                                                           • • Qualitative feedback: Organize focus groups to understand needs and expectations.

                                                                                                           Adjusting strategies according to this data enables us to fine-tune the balance between face-to-face and distance learning.

                                                                                                           What are the pitfalls to avoid when managing hybrid flows?

                                                                                                           Certain errors can compromise the efficiency of the hybrid model:

                                                                                                           • • Imposing a return to the office without consultation: risk of demotivation and turnover (e.g. Dell with a drop in eNPS).

                                                                                                             • • Neglecting remote workers’ equipment: Inadequate equipment is detrimental to productivity and fairness.

                                                                                                             • • Lack of transparency on attendance criteria, creating frustration.

                                                                                                             • • Underestimating the importance of rituals: without moments of cohesion, the sense of belonging is diluted.

                                                                                                             • • Ignoring feedback: Not listening to employees leads to strategies that are out of touch with realities on the ground.

                                                                                                             How can we reinforce a sense of belonging in a hybrid environment?

                                                                                                             Cultivate a strong corporate culture, even at a distance:

                                                                                                             • • Introduce inclusive rituals (e.g. “virtual coffee breaks”, hybrid team celebrations).

                                                                                                               • • Create communities of interest (sports clubs, reading groups) to foster informal ties.

                                                                                                               • • Organize hybrid events (e.g. seminars, afterworks) to bring all employees together.

                                                                                                               • • Set up a mentoring system to integrate new arrivals, regardless of where they work.

                                                                                                               • • Recognize individual contributions through recognition programs (e.g. “employee of the month”).

                                                                                                               What impact does hybrid working have on corporate culture?

                                                                                                               The hybrid model transforms corporate culture in several ways:

                                                                                                               • • Greater flexibility: employees expect more autonomy and trust.

                                                                                                                 • • Collaboration rethought: interactions become more intentional and structured.

                                                                                                                 • • Reinforced inclusion: A good hybrid strategy can integrate all profiles (parents, remote workers, etc.).

                                                                                                                 • • Managerial innovation: Leaders need to develop new skills (e.g. remote management, asynchronous communication).

                                                                                                                 • • Employer branding: A well-executed hybrid policy attracts and retains talent.

                                                                                                                 To maintain a strong culture, it’s crucial to communicate values regularly and celebrate collective successes.

                                                                                                                 How can we manage peak demand and avoid overcrowding?

                                                                                                                 To anticipate influxes and optimize space utilization:

                                                                                                                 • • Use booking tools (e.g. Robin, Skedda) to plan attendance and avoid overlap.

                                                                                                                   • • Introduce a shift or department rotation system to smooth out attendance.

                                                                                                                   • • Communicate in advance on busy days (e.g. strategic meetings, events).

                                                                                                                   • • Offer alternative spaces (e.g. coworking, rooms rented on an ad hoc basis) in the event of saturation.

                                                                                                                   • • Analyze occupancy data to adjust capacities and schedules.

                                                                                                                   What kind of training do you offer your teams to ensure a successful hybrid transition?

                                                                                                                   To support employees and managers, opt for targeted training:

                                                                                                                   • • Digital tools: Proficiency in collaborative platforms (Teams, Slack, Trello).

                                                                                                                     • • Time management: Techniques for optimizing productivity in the classroom and remotely.

                                                                                                                     • • Hybrid communication: best practices for mixed meetings (e.g. inclusion of remote participants).

                                                                                                                     • • Remote leadership: for managers, on leading hybrid teams and managing conflict.

                                                                                                                     • • Well-being at work: burnout prevention, remote workstation ergonomics, stress management.

                                                                                                                     How do you reconcile data security and hybrid working?

                                                                                                                     Protecting sensitive information is crucial in a hybrid model:

                                                                                                                     • • Implement strict security protocols (e.g. VPN, multi-factor authentication).

                                                                                                                       • • Train employees in cybersecurity best practices (e.g. phishing detection, password management).

                                                                                                                       • • Equip remote workers with secure equipment (e.g. encrypted computers, updated antivirus software).

                                                                                                                       • • Restrict access to sensitive data to authorized staff only, via differentiated access rights.

                                                                                                                       • • Regular vulnerability audits and security policy updates.

                                                                                                                       What HR indicators should be tracked to assess the health of a hybrid model?

                                                                                                                       For effective management, HR needs to monitor :

                                                                                                                       • • Engagement rates (eNPS, satisfaction surveys).

                                                                                                                         • • Turnover: A key indicator of talent retention.

                                                                                                                         • • Absenteeism: To detect potential well-being problems.

                                                                                                                         • • Productivity: Via target tracking (OKR) and quality of deliverables.

                                                                                                                         • • Work/life balance: Measured by feedback on workload and flexibility.

                                                                                                                         • • Diversity of presence: To ensure that all profiles (young parents, seniors, etc.) benefit equally from the model.

                                                                                                                         How can you involve employees in designing your hybrid strategy?

                                                                                                                         For successful adoption, involve your teams in the process:

                                                                                                                         • • Organize participatory workshops to gather their needs and ideas.

                                                                                                                           • • Create a dedicated working group representing different professions and hierarchical levels.

                                                                                                                           • • Test pilots with volunteers before widespread deployment.

                                                                                                                           • • Communicate transparently on decisions and their justifications.

                                                                                                                           • • Set up a continuous feedback channel (e.g. suggestion box, regular surveys).

                                                                                                                           This co-constructive approach strengthens buy-in and commitment.

                                                                                                                           What future trends will influence hybrid working?

                                                                                                                           To remain competitive, we need to anticipate a number of developments:

                                                                                                                           • • AI and automation: Tools for optimizing schedules and analyzing attendance flows.

                                                                                                                             • • Smart” workspaces: Sensors and IoT to adjust space use in real time.

                                                                                                                             • • Extreme flexibility: Towards “full-flexible” models where employees choose their days of presence.

                                                                                                                             • • Integrated wellness: Mental and physical health programs included in hybrid policies.

                                                                                                                             • • Sustainability: Reduced carbon footprint through less travel and eco-designed offices.

                                                                                                                             • • Gamification: Using play mechanisms to encourage collaboration and attendance.

                                                                                                                             Staying on top of these trends allows you to proactively adapt your strategy.