12 Reasons Driving Work Model Decisions for 2025: In-Person, Remote, or Hybrid?

The future of work is rapidly evolving, with organizations grappling with the decision between in-person, remote, or hybrid models for 2025. This article explores the key factors driving these crucial workplace decisions, drawing on insights from industry experts across various sectors. From balancing global logistics needs to attracting top talent and enhancing team dynamics, discover the compelling reasons shaping the next era of work.

1. Hybrid Model Balances Global Logistics Needs

"We've embraced a hybrid model that reflects how our business actually operates on the ground. We're a global logistics company, so while some roles naturally lend themselves to remote work, others require a physical presence, whether it's in warehouses, at ports, or with customers. In 2025, we focus on flexibility without losing the connection from working together in person. The decision is driven by what works best for our people and service standards. We've seen that some of the best problem-solving happens when face-to-face teams bounce ideas around and move quickly.

At the same time, we've also gained a lot from remote work, especially in terms of productivity and work-life balance. So we're not forcing a one-size-fits-all approach. We look at the role, the individual, and the team's needs. What's important is that it's with intention when we are in person. It's about collaboration, learning, and building trust. That's where the value lies. The hybrid model lets us get the best of both worlds, keeping our operations running efficiently and our people engaged."
— Wayne Mills, Head of Operations, Seven Seas Worldwide

2. Designing Purposeful In-Person Gatherings

"We stopped thinking in terms of 'returning to the office' and started thinking in terms of 'reasons to gather.' This shift changed everything. Instead of mandating office days, we focus on designing in-person moments that matter, such as planning sessions, onboarding weeks, or client kickoffs. People show up when the purpose is clear.

Most of our work remains remote. It suits our developers who value deep focus. However, each team meets in person at least once a quarter. These meetings aren't just for work; we create space for real connection. Shared meals, team walks, and casual time together are where trust builds.

What drives this approach? Retention. When people feel trusted rather than managed, they stay. We're not chasing how things used to be. Instead, we're building a model around how great work happens now."
— Vikrant Bhalodia, Head of Marketing & People Ops, WeblineIndia

3. Embracing Fluid Work Preferences

"We've always believed in flexible working arrangements—even before the pandemic made remote work mainstream.

And true flexibility means offering options in both directions. While many enjoy the freedom of remote work, others miss the camaraderie and spontaneous collaboration that comes with being in the same space. So we've made sure the office is available to anyone who wants it—not as a mandate, but as a choice.

Call it a hybrid model, but an especially loose one. What I've noticed is that people's preferences aren't fixed. Some days, someone wants the quiet of home; other days, they crave the energy of the office. It often depends on their current workload, headspace, or even what's going on in the world around them.

Interestingly, some of the team members who once championed remote work are now the ones most eager to come in. That shift reminded me just how fluid work needs can be. So we avoid setting hard expectations around where people work. We simply focus on results and trust our team to make the right call for themselves on any given day.

It all comes down to meeting people where they are—day by day—and giving them the freedom to work where they'll be most effective."
— Michael Moran, Owner and President, Green Lion Search

4. Remote Work Attracts Top Web3 Talent

"In Web3, the talent pool is borderless, and we've built our team accordingly. We're not making office decisions based on leases or legacy norms. Instead, we're basing them on where and how our people do their best work. Most of our top-performing developers and strategists choose to work remotely, so we've leaned into that approach. A hybrid work model allows us to recruit globally without geographic limitations and gives our team the freedom to work in a way that supports both productivity and quality of life. It's a win-win situation that has become a competitive advantage for us in attracting the best talent in the space."
— Arslan Naseem, CEO, Kryptomind

5. Incentives Boost Office Attendance

"We have a physical office in Austin, and what I have done to encourage my team to return in person more often is offer a range of incentives that ease the transition. As many companies are still navigating hybrid or fully remote models, I believe it's important to make the in-person return a positive experience rather than a mandate. That's why I introduced initiatives like free lunches, commuter subsidies, and childcare support. These efforts make the office more appealing and address the challenges employees face when considering a return to the office.

Prior to introducing these benefits, I was seeing about 40% of our team coming into the office regularly. Since implementing the incentives, that number has jumped to 75%. Employees have responded well to these changes, especially those with young children or long commutes. It's clear that when we make an effort to support them in practical ways, they are more willing to return to the office. The extra benefits show that we care about their convenience, while also creating a stronger sense of community in the workplace."
— Dr. Chad Walding, Chief Culture Officer and Co-Founder, NativePath

6. Remote Work Fosters Clarity and Autonomy

"We are fully remote, and not by accident—or as some pandemic-era leftover that we're 'still figuring out.' We have chosen it intentionally. And here's the truth: we didn't stick with remote work because it's convenient. We stuck with it because it forces clarity.

In an office, you can get away with fuzzy priorities because people bump into each other, overhear things, or casually course-correct in hallway chats. But remote? Remote exposes every crack. If your goals aren't tight, your documentation is sloppy, or your communication is passive-aggressive? It shows—fast. There's no furniture to hide behind.

That pressure made us sharper. It made us obsess over how we work together when we're not physically together. We built systems that don't rely on presence—they rely on trust, results, and ruthless transparency. And it turns out, once you nail that, the upside is huge: deeper focus, wider talent pool, healthier boundaries, and honestly? Happier humans.

The decision to stay remote in 2025 is also philosophical. We don't think culture comes from ping pong tables or 'forced fun' Thursdays. We believe it comes from shared ownership and real autonomy. People don't need a whiteboard and a catered lunch to care about what they're building—they need to feel like what they're doing matters and that they have the space to actually do it.

So no, we're not nudging people back into offices. We're doubling down on building a team that works so well asynchronously, it almost feels like magic. Remote is our default not because it's easier, but because it's better—when done with intention."
— Derek Pankaew, CEO & Founder, Listening.com

7. Flexible Hybrid Approach Enhances Team Dynamics

"We've embraced a flexible hybrid model because we've found it balances team collaboration with individual productivity. Early on, I thought we'd need to pick a side—fully remote or entirely in-office—but the reality is more nuanced, especially with a team of startup advisors who thrive on both deep focus and spontaneous idea-sharing. One time, after a long week of back-to-back virtual meetings, one of our team members mentioned they missed the hallway moments where new ideas emerge organically. That stuck with me. Now, we encourage teams to come into the office twice a week, focusing those days on collaborative work like workshops or brainstorming sessions. The rest of the time, people can work from wherever they feel the most productive.

This decision was driven by more than just logistics; it came from listening to our team's needs. Flexibility has been a game-changer for retention and engagement, especially when competing for talent in dynamic cities like Berlin. Plus, hybrid allows us to scale Spectup globally—our team works with startups from San Francisco to Singapore without compromising connection. What makes it work, though, is clear communication. Whether we're in the office or on a Zoom screen, the expectations are the same: value everyone's time and ensure nothing falls through the cracks. For us, the 'where' doesn't matter as much as the 'how.'"
— Niclas Schlopsna, Managing Consultant and CEO, Spectup

8. Remote Work Drives Productivity and Retention

"In 2025, we've chosen to stay fully remote, driven by productivity gains, cost savings, and employee satisfaction. In addition to consistent performance metrics, remote flexibility has helped us attract and retain top talent across regions. What drives this decision is clear: our team collaborates effectively with the right tools, and we've built strong communication habits that keep work flowing without the need for a physical office. Furthermore, we invest in regular virtual team-building and quarterly off-sites to maintain culture. Staying remote isn't just about location—it's about trust, outcomes, and operating in a way that supports both people and performance."
— Brenton Thomas, Founder, Twibi

9. Law Firm Prioritizes Physical Office Spaces

"We run a multi-office law firm with offices in eight cities and counting! We are actively moving our team back into the office. We are also immediately setting up physical offices in new cities when we enter a new market.

Previously, we had used Regus or other shared office facilities, but we learned that our employees want a space they can 'call home' and settle into. Getting a four-office plus conference room suite is a significant expense upfront and takes us a couple of years to fill up with lawyers. However, we determined it makes for a happier team, less attrition, and thus faster growth. There is just something special about the community of an office."
— Matthew Davis, Business Lawyer & Firm Owner, Davis Business Law

10. Volunteering Reconnects Teams in Person

"We've observed an interesting trend among our large clientele: companies are not just asking how to bring people back to the office, but why. Increasingly, the answer isn't stricter policies, as that's likely to drive good employees away. A 2024 report on loneliness revealed that 50% of people feel that workplaces not being communities is one of the major reasons for loneliness at work, leading to isolation. Consequently, people today are seeking human connection in their workplace.

That's why many of our partners are utilizing in-person volunteering as a gentle and relevant way to bring teams together. When employees participate in such volunteering activities, they're reconnecting with one another.

Return-to-office doesn't have to mean a return to routine. Sometimes, showing up for the community helps teams show up for each other."
— Neha Kulshreshtha, Corporate Volunteering Strategy, Goodera

11. In-Person Work Strengthens Client Relationships

"We are leaning heavily into in-person work, aiming for four days a week in our office, because it supercharges our client relationships and team vibe. Property and finance are all about people, and our clients, from first-home buyers to savvy investors, tell us they feel more secure when we're sitting with them, sketching out loan options over coffee. That said, we're keeping one day a week for remote work, perfect for tasks like lender negotiations or diving deep into portfolio reviews that demand uninterrupted focus.

This shift comes from the energy we feel when we're together. Our brokers bounce ideas around and come up with sharper strategies in person, plus our client retention spikes when we meet face-to-face. We've spruced up the office with a slick coffee bar and cozy client meeting pods to make it a true hub. Secure cloud-based loan platforms keep us flexible on remote days. It's a decision rooted in putting clients first while keeping our team connected and fired up."
— Austin Rulfs, Founder / Property & Finance Specialist, Zanda Wealth

12. Hybrid Model Improves Healthcare Staff Satisfaction

"In healthcare, we're maintaining our hybrid approach because it has actually improved both patient care and staff satisfaction. I've noticed our medical staff is less burned out since they can complete paperwork and analysis from home, while still maintaining essential in-person care hours. Having tested different models over the past year, we've found that 3 days in-clinic and 2 days remote works best for most of our medical professionals."
— Lori Leonard, Chief Medical Officer, Mindset & Body Reset

Closing Thoughts

Whether your team is transitioning back to the office or continuing with a remote setup, the right approach will depend on your business model, team structure, and long-term goals. Tools like Spacebase can support more informed decisions by helping companies track headcount, analyze space usage, and manage lease obligations with greater clarity. No matter which direction you take, having accurate data at your fingertips can make all the difference.

Brooke Colglazier

Marketing Manager