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Balance

Configure: the policy

Balance business needs with when teams come together

One hybrid rule rarely fits teams that work differently. Balance lets HR and leadership compare policy options per person, team and location before announcing one, on your employees' workplace profiles. It frames culture with the Competing Values Framework and shows each option on two calculated indices, retention and productivity alignment: Workplaced's own, not measured outcomes.

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Who is it for?

People, Workplace, and Operations teams looking to design and manage effective hybrid work schedules.

  • People
  • Workplace
  • Operations

What is it for?

Challenges it solves

  • Inconsistent office attendance across teams
  • Poor coordination of in-office days
  • Overcrowded or underused office days
  • Limited collaboration between teams
  • Hybrid policies that do not reflect how people actually work
  • Difficulty balancing employee preferences with business needs
  • Lack of data to determine the right office attendance model

When to use it

  • Introducing or reviewing a hybrid work policy
  • Setting team or organization-wide office attendance expectations
  • Improving coordination between teams and departments
  • Reducing peak-day overcrowding and low-attendance days
  • Planning schedules around collaboration and business needs
  • Moving to a new office or changing workplace capacity
  • Reviewing whether the current hybrid model is working
Balance in two minutes

Case study

+4% retention · ~$100K increase in workplace value

Building a more effective hybrid schedule

600-person government municipality

Challenge
The organization needed a hybrid model that balanced employee needs, collaboration and organizational objectives.
What we did
We modeled who needed to be in the office, when and why, based on work requirements, collaboration patterns and company objectives.
Impact
The recommended schedule improved retention by 4% and generated approximately $100K in additional workplace value.

Key features

  • Workforce & Assumption-Based Planning

    Build schedules from real workplace profiles, personas, or a combination of both.

  • Integrated Data Inputs

    Use work patterns, preferences, interactions, company objectives and policies.

  • Hybrid Schedule Optimization

    Recommend who should be in the office, why and when.

  • Team & Individual Planning

    Configure schedules by individual, team, department, location or company.

  • Collaboration & Interaction Mapping

    Align office days around who works together and depends on each other.

  • Remote Work Drivers & Obstacles

    Identify preferences and constraints that affect the recommended schedule.

  • Cultural Alignment

    Balance employee preferences with the organization’s cultural objectives.

  • Scenario Simulation & Comparison

    Test and compare schedules, future hires, new offices and cultural objectives.

  • Business & Workplace Value Impact

    See how each scenario affects productivity, retention, space, commute, CO₂ and workplace value.

FAQs

  • What is Balance?

    Balance helps organizations determine who should be in the office, why and when.

  • What data can Balance use?

    It can use real workforce profiles, organizational assumptions and personas, or a combination of both.

  • How does Balance recommend a schedule?

    It combines work requirements, employee needs, collaboration patterns, policies and organizational objectives.

  • Can recommendations be made at different levels?

    Yes. Schedules can be configured for individuals, teams, departments, locations or the entire organization.

  • How does Balance account for collaboration?

    It maps interactions and dependencies to align office days between people who need to work together.

  • Does Balance consider remote-work preferences?

    Yes. It can account for preferred schedules, remote-work drivers and individual constraints.

  • How does culture influence the schedule?

    Balance can align employee cultural preferences with the cultural objectives of the organization.

  • Can different hybrid scenarios be simulated?

    Yes. Organizations can test different schedules, headcounts, locations, future hires and cultural objectives.

  • What can be compared between scenarios?

    Productivity, retention, collaboration, space requirements, commute, CO₂ and workplace value.

  • Can managers adjust recommended schedules?

    Yes. Recommendations can be adapted around business rules and operational requirements.

See other solutions

Simulate the policy before you announce it

Tell us which strategic goals your workplace and hybrid working have to support. In a 45-minute conversation we discuss which workplace profile data it needs and which scenarios Balance can calculate for HR, Experience and leadership. The price is based on the number of employees who completed their workplace profile.

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