Can you measure hybrid and remote work?

We can measure the workplace side of it accurately and the rest by asking. Occupancy describes physical use; Dynamics establishes patterns, preferences and where people work when they are not in the office. An operating model judged on building data alone is judged on half the picture.

What do employees have to do?

It depends on the product. Dynamics asks them to answer questions once. Occupancy does not involve them, though they should be told it is happening. Entry Pass gives them something back. Participation should be worth their time, and they should know what is collected, what it is used for and what returns to them.

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Hybrid work model

Test a hybrid policy before you announce it

Every hybrid policy trades one thing for another: fewer square metres against a fuller office, flexibility against cohesion, savings against retention. Balance puts numbers on those trade-offs using your own workforce data, so the decision is made before the announcement rather than after the pushback.

Book a demo See what it costs

6
Factors modelled: 3
Mobility patterns: Peak
Not average: 1:1.4
Typical sharing ratio modelled

Balance runs on your own workforce data

Every hybrid scenario tool on the market models against assumptions. Balance models against measurement: Dynamics establishes how this organisation actually works, and Balance runs the policy against that.

The two are sold together for the same reason a calculator is sold with numbers. The People plan is $3.87 per completed employee per month and includes both.

What it gives you

A policy you can defend

Not “three days because that felt right”, but three days because these are the four things it does and this is what it costs.

Fewer reversals

Announced policies that get walked back are expensive in trust. Modelling first is cheaper than retreating later.

A shared basis for the argument

HR, finance and real estate stop negotiating on instinct.

What it does

Unlimited scenarios

Two days, three days, team-based, anchor days. Model as many as you like and compare them side by side rather than sequentially.

Six factors at once

Office space, satisfaction, emissions, commute burden, recruitment appeal and the workspace impact on productivity, moving together as you change the policy.

Mobility patterns

The population resolves into anchored, hybrid and remote working patterns, so the policy fits how the organisation actually works instead of the average.

Per team and per location

One policy rarely fits a lab, a call centre and a legal department. Balance shows where a single rule breaks.

Peak, not average

Desks are sized by the busiest day, not the mean. Balance models the peak, which is where most plans go wrong.

Costed

Each scenario carries its square metres and its cost, so finance and HR are looking at the same page.

One policy, four scenarios, side by side

Illustrative figures for a 1,000-person organisation. Your own numbers come from your own measurement — that is the point of the product.

Scenario	Desks required at peak	Office m²	Commute CO₂	Annual cost
Two days in, org-wide	520	6,200	Lowest	Lowest
Three days in, org-wide	690	8,100	Higher	Higher
Anchor days by team	560	6,700	Low	Low
Free choice, no anchor	740	8,600	Highest	Highest

The peak is what sizes the building. Two organisations with the same average attendance and different anchor patterns need different buildings.

Features summary

BalanceCONFIGURE

Hybrid Work Recommendations

Per location, department and team
Preferred remote work days and times
Impact of remote preferences on workplace enablement
Most common reasons for working remotely
Cultural orientations (alignment / gaps)

Unlimited Simulation Capabilities

Workplace value per employee
Workplace value-to-cost ratio
Workplace enablement scores
“To be hired” employees
New offices, scenarios and cultural objectives

Mobility Profiles BI Tool

Key characteristics of the three primary employee mobility profiles: anchored, hybrid, and remote.

Dynamics: the data underneath

Required input. Balance without it is a spreadsheet.

Taxonomy: turn it into a plan

From an agreed policy to a space programme.

Which hybrid policy fits us?

The decision this product serves.

Questions we get asked

What is Balance?
Balance models hybrid working policies against your own workforce data. It compares scenarios across six factors: office space, satisfaction, emissions, commute burden, recruitment appeal and cost.
It is a decision aid, not a decision. Leadership still owns the policy, the consultation and the announcement.
Can you measure hybrid and remote work?
We can measure the workplace side of it accurately and the rest by asking. Occupancy describes physical use; Dynamics establishes patterns, preferences and where people work when they are not in the office.
An operating model judged on building data alone is judged on half the picture.
What do employees have to do?
It depends on the product. Dynamics asks them to answer questions once. Occupancy does not involve them, though they should be told it is happening. Entry Pass gives them something back.
Participation should be worth their time, and they should know what is collected, what it is used for and what returns to them.

All questions

Model the policy before you announce it

Balance runs on Dynamics data, which is why the two are sold together: the People plan is $3.87 per completed employee per month and carries both. Bring the policy you are considering and we will show you what it costs on space, commute and retention.