WHAT HYBRID WORK REALLY MEANS — AND HOW TO MAKE IT WORK FOR YOU
- Natasha
- Jun 30
- 11 min read
Remember when we thought working from home meant wearing pyjamas all day and never seeing the office again?
In our last post, we tackled the resistance to remote work – that stubborn cling to the 9-to-5 office life. (Some folks still prefer a crowded commute over admitting sweatpants can be professional attire; imagine!) But here we are in 2025, and the working world has settled on a new normal: hybrid work. For many women in mid-career seeking career reinvention and flexibility, hybrid work promises the best of both worlds – if you know how to make it work for you.
Hybrid work often means some days at home in comfy clothes and some days in the office; the trick is balancing both.
What Hybrid Work Really Is (and Isn't)
Hybrid work simply means a mix of remote work and in-office work. It’s not one-size-fits-all; one company might require everyone on-site every Tuesday, while another lets you choose which days (or weeks) you stay home. Essentially, hybrid models blend the freedom of working from home with opportunities for face-to-face collaboration.
Crucially, hybrid doesn't automatically mean "2 days at home, 3 in the office" for everyone. That's a common misconception. In reality, hybrid arrangements can be as flexible as needed; some teams designate specific office days, others let employees apply for roles that are fully remote, flex, or always on-site (a “hybrid of hybrids” approach). The goal is to satisfy a broad range of preferences. Surveys show most people don’t want to be in the office five days a week (only a small minority do), and about 30% would love to stay fully remote. Hybrid is the compromise that has emerged from the great work-from-home experiment, allowing organisations to maintain culture and teamwork without sacrificing flexibility.
Hybrid Work Myths and Realities
Let's dispel a few myths about hybrid work that might be floating around, and the reality behind them:
Myth: “Hybrid means everyone must be in the office on a strict schedule (like Tuesdays and Thursdays).”
Hybrid work can take many forms. While some companies do assign common office days, others give you and your team freedom to decide when to come in. There is no single “right” formula; hybrid is any arrangement blending home and office time. The best hybrid setups consider the nature of the work and team preferences, rather than arbitrarily requiring face-time.
Myth: “If you’re not physically in the office, you’re less productive (or worse, slacking off).”
By now, plenty of evidence shows that remote and hybrid workers can be as productive as office workers, if not more. In fact, a Stanford study of 1,600 employees found that those who worked from home two days a week were just as productive and just as likely to be promoted as their always-in-office peers. The key is setting clear goals and metrics for performance; not measuring who’s at their desk at 5 pm. Many hybrid workers actually put in more focused work during home days, precisely because they’re not interrupted by constant meetings or office chatter.
Myth: “Hybrid work is a breezy best-of-both-worlds with no downsides.”
Hybrid does offer the best of both worlds; flexibility plus in-person connection; and can boost satisfaction and retention. But it also comes with its own headaches. Juggling two work environments can be emotionally exhausting if you’re not prepared. One survey even found hybrid work to be more tiring than fully remote or fully in-office arrangements, with about a third of hybrid employees reporting burnout or “languishing” feelings. It turns out constantly switching settings; and routines; takes a toll. So, hybrid isn’t an automatic paradise; you have to actively manage it (don’t worry, we’ll get to how).
Myth: “Being on a hybrid schedule means you’ll be seen as less committed and could stall your career.”
This is a fear for many; especially women who might choose more remote days to juggle family. There was a time when people thought remote workers would never get promoted. But times have changed. As noted above, performance and advancement aren’t doomed in hybrid setups. That said, there is a grain of truth to watch out for: “proximity bias.” Some managers might subconsciously favour the folks they see in person more often. We’ve all heard the horror stories of remote staff missing out on opportunities because they were “out of sight, out of mind.” Hybrid can sometimes create an in-group (the ones frequently in office) and an out-group. Harvard Business Review warns that hybrid workplaces risk a “dominant class” of always-in-office people and an “underclass” of those who feel peripheral. The good news? Forward-thinking organisations are aware of this and actively working to prevent it; and you can take steps to stay visible (more on that soon).
The Emotional Side of Hybrid: Navigating Fears and Frustrations
Hybrid work isn’t just a logistical arrangement; it also stirs up emotions and anxieties. If you’ve felt a bit uneasy about your new hybrid life, you’re not alone. On one hand, there’s relief; you finally get to enjoy a couple of WFH days without losing touch with the office entirely. On the other hand, new worries can creep in. Fear of missing out (FOMO) is real when you skip an office day and later hear about an impromptu brainstorm (over coffee and croissants that you weren’t there to grab). You might wonder, “Were decisions made without me? Are the real conversations happening when I’m at home in slippers?”
Then there’s the flip side: on office days, you may feel guilty leaving early for school pickup, because hey, you were at home yesterday; shouldn’t you “show face” extra-long today? It’s easy to fall into a trap of feeling you must prove you’re really working. Some hybrid workers actually overcompensate, logging on during off-hours to reassure everyone they’re on the job. (Spoiler: that path leads straight to burnout.)
Let’s not forget the simple emotional whiplash of switching contexts. After months of Zoom, walking into a buzzing office can be sensory overload; suddenly you have chatter, ringing phones, and colleagues popping by your desk. Conversely, after a lively office day, the solitude of a home office might feel strangely lonely or demotivating. It can be a challenge to keep an even keel.
The key here is acknowledging these feelings and finding coping strategies. Yes, you might miss a water-cooler chat or two, but you can recreate some of that connection virtually. Yes, you may feel torn between being a “good worker” and a “good mum” or having a life; but hybrid, done right, is supposed to reduce that tension, not amplify it. In the next sections, we’ll explore how to set things up so that hybrid work empowers you rather than drains you. (And if you accidentally wear your comfy bunny slippers into the office one day, just own it; you’re simply a trendsetter in work-life integration!)
Set Boundaries to Protect Your Time
One of the most crucial skills in a hybrid environment is setting boundaries. When your work is split between home and office, the line between “work time” and “personal time” can blur faster than ever. It’s tempting to be always available; after all, you want to show you’re productive at home, and when you’re in office, everyone sees you there. But hold on: boundaries are your best friend for long-term success and sanity. Here are some ways to establish them:
Define your working hours (and stick to them): Decide on reasonable start and stop times for your workday, and communicate them to your team. If your official day ends at 6 pm, resist the urge to keep checking emails at 9 pm. Consistency trains others to respect your off-duty time. Use tools like status messages or shared calendars to let colleagues know when you’re “offline”.
Create a ritual to “clock out” at home: It could be shutting down your laptop, closing the home office door, or taking a walk around the block at day’s end; anything that signals to your brain that work is over. In an office, leaving the building does this automatically; at home, you need to simulate that boundary.
Learn to say no (gracefully): Hybrid work can come with an expectation that you’ll squeeze in just one more thing (since you’re home and theoretically flexible). Practice protecting your time. If you’re asked to attend a last-minute 7 pm call or come into the office on short notice when it clashes with personal needs, it’s okay to say something like, “I’m afraid I have a commitment then; can we schedule this for tomorrow morning?” Set polite but firm limits.
Prioritise self-care as non-negotiable: Schedule breaks and personal appointments just as you would work meetings. A 15-minute mid-day stretch or a school run is not slacking; it’s part of why you wanted flexibility! By treating these personal activities as important, you prevent work from encroaching on every corner of your life.
Remember, boundary-setting isn’t about slacking off; it’s about sustaining your performance and wellbeing. In hybrid arrangements, managers increasingly understand that it’s outcomes; not hours of eyeballs on a screen; that count. And by showing you can manage your time, you actually build trust.
Stay Visible and Connected (Even When Remote)
“Out of sight, out of mind” is a common worry for hybrid workers; especially women who may consciously choose to work from home to accommodate family or other projects. Staying visible in a hybrid workplace is key to ensuring you get credit for your contributions and don’t miss out on opportunities. How do you remind people you’re an MVP even on your home-office days? Try these strategies:
Communicate proactively: Don’t be shy about updating your team and manager on what you’re working on. For example, send a brief end-of-week email or message highlighting your progress and achievements (“Completed the Q3 report and liaised with X client – on track for our deadline”). This isn’t bragging; it’s making sure your work is seen when you’re not in the room. Regular check-ins (weekly or biweekly) with your boss can also keep you on their radar in a good way.
Be present (literally and figuratively): On remote days, resist the temptation to hide. Turn your camera on in virtual meetings (at least for the important ones) so people see your face. Chime in with your thoughts so your voice is heard. On the days you do go to the office, make it count; grab a coffee with a colleague, drop by your supervisor’s desk to say hello, attend that optional networking lunch. Those in-person moments strengthen relationships and remind the team that you’re very much part of the gang.
Volunteer and participate: If there’s a high-visibility project or a chance to lead a task force, consider raising your hand; even if it means occasionally adjusting your schedule to be on-site when needed. Taking initiative (whether remotely or in person) shows leadership. Likewise, in meetings (Zoom or live), speak up and contribute. You don’t have to be the loudest voice, but consistent contributions ensure you’re remembered.
Cultivate allies and mentors: Build a support network that spans both worlds. Maybe it’s a peer at work you regularly brainstorm with over Teams, or a senior leader you schedule monthly office meet-ups with. Having people who know your work and can vouch for you is golden in any setting. They’ll naturally mention your name in rooms you’re not in. Networking doesn’t have to happen at after-work drinks only; you can network from your couch via LinkedIn or with a lunchtime video coffee chat.
By staying visible, you counter any bias that says you have to physically be seen to be valuable. Many women have found that hybrid work, when navigated mindfully, actually boosts their career; it lets them shine on their own terms. In fact, the flexibility of hybrid roles has been credited with helping more women stay in senior positions and rejoin the workforce post-pandemic. So, speak up and let your talent shine, no matter where you’re working from.
Find Your Balance and Thrive
The beauty of hybrid work is the flexibility it offers; but that can be a double-edged sword if you don’t guard your work-life balance. Midlife is often a time when many women are juggling work with caring responsibilities (for kids, ageing parents, or both) and considering new life goals. The hybrid model is supposed to make this easier, not harder. Let’s make sure it does. Here are some tips to help you stay balanced and actually enjoy the flex life:
Design your ideal hybrid schedule: Look at your week and figure out when you need focus time versus collaboration. Maybe you do deep work best from home on Mondays (no distractions to derail your week’s start), and you go into the office Wednesdays when team meetings happen. Or perhaps you arrange to be home on the days your teenager has after-school activities so you can do the pickup. Coordinate with your team if needed, then establish a pattern that serves both your productivity and personal life. A predictable rhythm helps you and everyone around you know what to expect.
Use office days for relationship-building and change of scenery: Plan ahead to take advantage of the days you’re on-site. Schedule face time with colleagues or your boss, plan brainstorms or tough discussions for when you can be in person, and maybe even treat yourself to a nice lunch out. These things replenish the social and professional currency that remote days can’t always provide. Plus, a change of scenery can boost creativity; you might find you get your best ideas on the train ride home or chatting with a colleague in that café near work.
Make remote days work for you: Working from home doesn’t have to mimic a strict office day. Yes, you’re working, but enjoy the perks! Take a mid-morning stretch in your garden, throw a load of laundry in during a break (it’ll save your weekend), or have lunch with your partner if they’re around. These little freedoms are energising. Just be careful not to let home duties take over entirely; it’s about integration, not dilution of your work. If you have young kids at home, for instance, you might still need childcare during core hours so you’re not trying to draft emails with CBeebies on in the background.
Mind your well-being: Hybrid life can actually improve your well-being; if you intentionally harness it. Use the time saved from fewer commutes to do a quick workout or morning jog. On office days, maybe walk part of the way to get some steps in. Protect your mental health by setting aside downtime; the temptation to always be “catching up” on something is strong when work and home blur. Remember, you are the most important asset in your life and career. Taking care of your health, getting enough sleep, and taking vacations (yes, actually unplugging!) will ensure you can handle the challenges that come your way.
Lastly, keep in mind that balance looks different for everyone. It’s okay if it takes a few tries to get your hybrid rhythm right. Maybe you’ll realise after a month that you actually crave more office time for the social buzz; or maybe you’ll fight to add an extra home day because you find it so much more productive. Adjust as needed. Flexibility is the whole point, after all.
Women at midlife are reinventing what work looks like, and hybrid work is a tool that can help make that reinvention possible. One study found 60% of women in “later motherhood” (seasoned working mums with grown children) expressed interest in career reinvention; and flexible working arrangements are often key to making that feasible. Whether you’re pivoting to a new role, upskilling, or simply re-prioritising life and career in your 50s, a hybrid schedule can give you the breathing space to do it.
Conclusion: Empower Your Hybrid Journey
Hybrid work really means having a say in where and how you work. It’s about flexibility with responsibility, freedom with communication, and blending work with life in sustainable ways. For professional women this model can be a game-changer; enabling career growth and personal fulfilment on your own terms. Yes, it takes intention and a bit of trial-and-error to master. But once you set your boundaries, keep yourself visible, and find your balance, hybrid work stops being a tug-of-war and starts feeling like your domain.
As you navigate this new world, remember that you’re not alone in figuring it out. Thousands of women are crafting their hybrid schedules to better fit their lives; and reaping the benefits. You have permission to shape your work around your life, not the other way around.
Finally, if you’re looking for more guided help on this journey, I’ve got something special for you. Check out my Work-Life Balance Blueprint; your personalised plan for thriving in a hybrid world (for the price of a coffee). It’s a mini-guide packed with tips to help you create a life where career and personal happiness coexist beautifully. Consider it your next step to owning your hybrid work life like the boss you are.
Now go forth and embrace the hybrid life; the future is yours to design, one flexible day at a time!
References
Bloom, N., Liang, J., Roberts, J. and Ying, Z.J., 2015. Does working from home work? Evidence from a Chinese experiment. The Quarterly Journal of Economics, 130(1), pp.165–218.
Deloitte, 2021. Deloitte to give staff complete flexibility over where they work. [online] Available at: https://www.deloitte.co.uk/en/work-your-way-flexibility-2021/
Foster, W., 2017. Why We Work Remotely. Zapier. [online] Available at: https://zapier.com/blog/the-ultimate-guide-to-remote-work/
Harvard Business Review, 2022. Don’t Let Hybrid Work Set Back Your DEI Efforts. [online] Available at: https://hbr.org/2022/03/dont-let-hybrid-work-set-back-your-dei-efforts
McKinsey & Company, 2022. American Opportunity Survey: Flexibility Matters. [online] Available at: https://www.mckinsey.com/featured-insights/mckinsey-american-opportunity-survey-flexibility-matters
Microsoft, 2021. The Next Great Disruption is Hybrid Work—Are We Ready? Work Trend Index. [online] Available at: https://www.microsoft.com/en-us/worklab/work-trend-index/hybrid-work
Pew Research Center, 2023. How Americans View Remote and Hybrid Work. [online] Available at: https://www.pewresearch.org/short-reads/2023/03/30/how-americans-view-remote-and-hybrid-work/
Stanford University, 2023. WFH Research: Remote and Hybrid Productivity Trends. [online] Available at: https://wfhresearch.com/
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