The support for the hybrid work setting increased during the pandemic, but there are a lot of challenges to overcome. It is important to study the hybrid work setting. Based on the findings in the existing literature it is found that little research has been done on the effect of the hybrid work setting on individual employee performance. In the current research this is investigated by looking at the relationship between the balance between office and remote work and individual employee performance, as well as the influence of six employee behaviors on this relationship. In addition, the ideal balance between office and remote work in the hybrid work setting is studied. To find an answer to the objectives of the study, the following research question is studied “How is the balance between office and remote work related with individual employee performance in the manufacturing industry?”. The research question is supported by two sub questions (1) “How do employee behaviors affect the relationship between the balance of office and remote work and individual employee performance?” and (2) “What is the ideal balance between office and remote work in the hybrid work setting?”. Answers to the research questions are found by conducting a quantitative self-administered survey. The conceptual model of the survey is based on a literature review. The model consists of an independent variable – remote work percentage, mediating variables – attitudes towards remote work, work engagement, well-being, job satisfaction, communication, and trust relationship, and a dependent variable – individual employee performance. The target population of the study consists of employees, with a hybrid office job, working at companies operating in the manufacturing industry in the Netherlands. The data of the survey is analyzed with SPSS. Sub-question one is answered by looking at the findings. Based on the findings it is clear that the six employee behaviors are based on this study not significantly affecting the relationship between the balance of office and remote work and individual employee performance. For employees working for companies in the manufacturing industry in the Netherlands. Sub-question two is answered by looking at the preferred balance of the employees with regard to office and remote work. Based on the findings, the preferred balance is two days remote work in a four- or five-day work week and one day remote work in a two- or three-day work week. The main research question is answered by looking at the findings. Based on the findings it is clear that the balance between office and remote work is not affecting individual employee performance significantly direct or indirect. One possible reason for the relation not being significant is that there is still a lot unknown about the true effect of the hybrid work setting in comparison with the established work settings in the manufacturing industry. Based on the findings, companies in the manufacturing industry are recommend to start with making new work agreements based on the hybrid work setting. This, because the existing work agreements are based on office work. A good starting point for the agreements could be involving the employees in the decision-making process of the new agreements. By looking not only at their preferred balance of office and remote work, but also taking other insights of the employees with regard to hybrid work into consideration. In addition, the companies should pay attention to the role of communication in the hybrid work setting, because communication is key when employees have to work together remotely with other colleagues.