Abstract
Hybrid work models, combining remote and in-office setups, have emerged as a permanent, high-performance strategy aimed at enhancing employee flexibility and autonomy. Research indicates that while hybrid models generally boost engagement through improved work-life balance and reduced burnout, success depends heavily on trust-based leadership, effective virtual communication, and mitigating proximity bias to prevent employee isolation and inequity. A hybrid work model is a flexible arrangement where employees split their time between working remotely (e.g., from home) and in a physical office. It balances autonomy with in-person collaboration, aiming to improve work-life balance and productivity. Employee engagement in this context means keeping staff connected, motivated, and productive regardless of their location.
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