For Elenise, the transition to flexible formats requires organizational maturity. “Balance comes from employee discipline and, above all, from the company’s clarity regarding working hours, deliveries, and expectations.” She reinforces that autonomy does not mean lack of management: “Delegating is not abandoning. Giving autonomy does not mean stopping follow-up.”

Fabiana agrees and emphasizes that flexibility must be supported by structure. “Operating with more than a thousand employees in different models requires well-trained leadership and mature teams to manage routines, deliveries, and communication. When there is no organization, the impact on productivity can be negative.”

Zanette observes that this scenario has transformed the role of leadership. “The hybrid model required a profound shift, less based on control and more oriented toward trust, clarity of objectives, and results-based management.”

Despite the advances of remote work, Elenise highlights that in-person work remains essential for building culture. “Acculturation practically does not happen at a distance. Daily interaction is fundamental, especially for new employees.” For her, the office ceases to be merely a physical space and takes on a strategic role of belonging and identity.

At Employer, this challenge is addressed through organized rituals. “Even with distributed teams, it is essential to ensure closeness. We promote recurring meetings with agendas that reinforce culture, purpose, and strategic direction,” explains Fabiana. “Whenever possible, we also hold in-person events to strengthen the sense of unity.”

She states that the effects are measurable. “We have identified improvements in indicators such as eNPS, engagement, and perceived value of benefits. The work model appears repeatedly as one of the most valued aspects in internal surveys.”

For Elenise, productivity is no longer associated with time spent in the office. “Today, what matters is delivery. If someone delivers in less time, why not?”

Fabiana confirms that, depending on the area, there have been tangible gains. “We have observed improvements in performance and productivity metrics, driven by the use of digital tools.” In addition, flexibility has become a strategic benefit. “People report better time management and greater satisfaction, which contributes to more engaged teams.”

With this, Elenise explains why the hybrid model has gained strength. “It balances the experience of culture in the office with the flexibility and productivity of remote work.”

At Employer, the model has also had a positive impact on retention. “We have observed increased engagement and employee retention, especially in areas where flexibility is decisive,” says Fabiana. “The format has come to be perceived as a competitive differentiator.”

In practice, the hybrid model is consolidating as a synthesis of culture, efficiency, and quality of life: it preserves the strategic role of in-person work in engagement and acculturation, while meeting the demand for autonomy and results that defines the new world of work.