The COVID-19 outbreak has pushed many organizations to implement remote working arrangements to ensure business continuity. The hybrid working model, which incorporates both remote and on-site work, has emerged as a preferred method for many organizations. Yet, little is known about the influence of this paradigm shift on employee performance. The purpose of this research was to explore the impact of the hybrid working model on employee performance in the public sector. Objective of the study is to investigate how the hybrid approach could have affected employee performance by unraveling the understanding of various factors that influence productivity, motivation, and job satisfaction as well as their impact on employees. The study employs a qualitative method research design that includes data collection procedures such as interviews, focus group discussion, and document analysis. The result from this research sheds some light on the dimensions of how the work atmosphere and the support provided by management directly or indirectly affect job performance. Job flexibility and internal drive could also have a direct effect on job performance. While the hybrid working model allows employees more freedom and autonomy; nevertheless, the study discovered several challenges associated with the hybrid working paradigm. In particular, communication and collaboration issues and difficulties separating work and personal life were in the forefront. We conclude that if implemented correctly, the hybrid working model could positively impact employee performance. Organizations must handle the model’s challenges while providing staff with the appropriate support and resources to ensure its success. Overall, the findings of this study can help other departments, particularly those in the public sector, adopt and implement the hybrid working model.