Remote work has been on the rise since the abrupt transition from physical to virtual workplace because of the COVID-19 pandemic. Organizations and companies have seen the need to adapt to the virtual setup to continue their operations. With an effective hybrid workplace, the quality of work and the team’s engagement could be maintained in the post-pandemic.

Telecommuting has increased in popularity among employees and employers. Rather than sitting on congested highways during morning and evening commutes, modern workers can go to work at home, using technology to connect them with coworkers, customers and suppliers. Employees can spend the reclaimed time with family and friends or fulfilling personal obligations.

If lockdowns and office closures over the course of the coronavirus proved anything, it was that working remotely is not only possible, it’s beneficial. Productivity, work-life balance and employee satisfaction are all improved. Overheads, commuting costs and carbon emissions are cut. Inclusivity is vastly improved, with a far wider talent pool to choose from as a result. Having the option of remote work keeps employees happy, and gives their employers better work. It’s a major win-win.

Want to maximise returns from your business? Get the best talent to work for you without offering the top salaries? Have a happier, healthier team bring its A-game every day without hefty perks? All that sounds a little too much to ask for. But I’ll tell you how I have made it all happen. I launched Runrepeat.com less than 3 years ago. Today, it’s the biggest and the most trusted aggregator of running shoe reviews. We have grown from a remote team of 5 to more than 50 employees.

This article originally appeared on Inc. As a leader, hybrid and remote work are likely top of mind. But when leaders talk about hybrid and remote work, they often mince terms. There are many hybrid and remote work models—it’s important to get clear on what you’re actually talking about. Here are five of the most common hybrid and remote work models that leaders are contemplating.

Facebook Twitter Share As companies begin to emerge from the recent pandemic, there is a growing debate about the efficacy of pandemic-inspired work arrangements. Some organizations are committed to continuing workplace flexibility, while others insist on bringing people back to the office. Of course, many are taking a hybrid approach, allowing people to work remotely and on-site.

Remote working offers several advantages like a flexible work schedule for employees and cost savings for employers. However, it can significantly amplify your virtual team’s communication challenges . How? While technology can help with verbal communication, a virtual work environment limits your employees’ ability to communicate via nonverbal cues like body language, facial expressions, etc.

The Covid 19 pandemic has encouraged a work-from-home culture for most employees. But this can continue in the post-covid world too. Some companies may adopt a better work system called flexible work, letting employees choose their work timings and location. Workplaces that accommodate this system are the offices of the future . These offices combine the best qualities of traditional offices and remote work, like easier interaction and flexibility.