The world of work is changing at great speed. The hybrid model, which combines teleworking and being in the office, is no longer an exception: it has become part of our habits. But this transformation is not just a matter of technology. It is profoundly changing the way companies attract, motivate and retain their talent.
1/ The expectations of talents today
Attracting and retaining the best profiles begins with a detailed understanding of their expectations. In 2025, candidates are no longer satisfied with a good salary or traditional benefits. They are looking for:
- Flexibility and autonomy: the ability to choose where and when to work has become classic. Employees want to manage their schedule to balance work and personal life.
- Company culture and values: work for an organization that shares their values, promotes diversity and inclusion, and is committed to social and environmental responsibility.
- Personal and career development: talents wish to evolve, acquire new skills and benefit from growth prospects.
- Well-being and balance: mental health, workstation ergonomics and initiatives to reduce stress are major selection criteria.
For a leader, listening to these expectations is fundamental. Understanding what really motivates employees allows you to build tailor-made strategies and avoid classic retention errors.
2/ Build a coherent and engaging employee experience
In a hybrid environment, not all employees have the same experience. Some work primarily from home, others spend the majority of their time in the office. To unite and motivate, it is essential to create a coherent and inclusive employee experience.
Concrete actions:
- Adapted onboarding: whether the newcomer is remote or on site, their integration must be fluid, personalized and supported by a mentor or sponsor.
- Regular communication: Internal newsletters, team meetings and individual meetings help maintain connections and avoid the feeling of isolation.
- Hybrid events : workshops, afterworks or friendly moments in person and online strengthen corporate culture and team spirit.
- A polished employee experience isn’t limited to the first few days: it must be continuous, transparent and consistent with the values displayed by the company.
3/ Flexibility and autonomy: powerful motivation levers
The hybrid offers valuable freedom, but it must be accompanied by a clear framework. Too much flexibility without structure can lead to confusion and loss of productivity, while too much control kills autonomy and creativity.
Effective strategies:
- Set clear, measurable goals rather than controlling schedules.
- Encourage teams to choose their workplace based on tasks and their preferences.
- Allow flexible hours to respect personal constraints and promote balance.
Talent who feel empowered and respected in their organization are more engaged, more efficient and more loyal.
4/ Professional development and continuous learning
Training and professional development have become key tools for retaining employees. Talent wants to feel valued and see a clear path to progress.
Best practices:
- Online training and interactive workshops : offer courses accessible remotely, with practical and collaborative sessions.
- Mentoring and coaching: support employees in their projects and their skills development.
- Personalized career plans: show how the company supports individual progression and promote successes.
- Investing in talent development sends a strong signal: it shows that the company believes in them and their potential, strengthening commitment and loyalty.
5/ Corporate culture as cement
Even remotely, corporate culture remains a determining factor in attracting and retaining talent. It represents identity, values and shared vision. A strong, visible and vibrant culture is a competitive asset.
How to feed it in a hybrid model:
- Communication of values: share stories, testimonials and initiatives that embody the company culture.
- Recognition and feedback: celebrate successes, big and small, with public messages or symbolic rewards.
- Social commitment and CSR: involve employees in collective actions, even virtual, to strengthen the feeling of belonging.
- Culture is not a slogan: it is built through concrete practices and coherent leadership, even from a distance.
6/ Well-being and balance: at the heart of loyalty
Well-being has become a central criterion for retaining talent. In a hybrid environment, it’s not just about physical conditions, but also mental health and cognitive load.
Possible initiatives:
- Flexibility and breaks: encourage respect for rest times and avoid digital presenteeism.
- Psychological support: offer support programs or resources for mental health.
- Ergonomics and equipment: ensure that the remote station is comfortable and functional, with suitable equipment.
A proactive approach to well-being contributes to employee satisfaction, productivity and loyalty.
7/ Technology at the service of humans
The success of the hybrid model relies on technology, but it must serve people, not the other way around. The right tools allow you to collaborate effectively, maintain social connections and streamline communication.
Key points:
- Simple and intuitive collaboration platforms (messaging, videoconferencing, project management).
- Performance monitoring tools based on results rather than time spent online.
- Automation of repetitive tasks to free up time and focus on high value-added work.
Used well, technology strengthens the employee experience and supports engagement, without creating unnecessary overhead or stress.
8/ Remuneration and recognition: think globally
Remuneration is not limited to the fixed salary. Talents evaluate the entire package: benefits, training opportunities, recognition, work/life balance and development prospects.
Examples of levers:
- Flexible benefits: sports subscriptions, teleworking, equipment support.
- Recognition programs: highlight exceptional contributions, even from a distance.
- Sharing company successes: bonuses linked to overall performance, stock options or participation.
Recognition and remuneration aligned with employee expectations strengthen the feeling of fairness and loyalty.
9/ Leadership adapted to hybrid
Finally, leaders have a determining role. Hybrid management requires clarity, empathy and regular communication. Employees expect leaders to:
- Set a clear vision and understandable goals.
- Listen and take into account individual needs.
- Encourage collaboration and innovation, even remotely.
Authentic and human leadership inspires trust and commitment, and directly contributes to talent retention.
