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Hybrid is One Thing and Not Two

Long before the pandemic, organizations were designing workplaces that tested new waters by offering a remote option to supplement the well-established in-person experience. And on a dime, we had to flip the switch. Virtually no time was given to thoughtful workplace planning under these circumstances.

Ask any hybrid employee to describe their organization’s workplace expectations today and they will convey two things: 1) time required to be in the office and 2) time required to be online.

Does your team fully understand what hybrid is beyond the logistics and do they see meaning in the model? Do you?

Companies have scrambled to address the needs of the business while simultaneously accommodating diverse work preferences. Growing revenue while recruiting and retaining a talented team takes extraordinary finesse. Here are a few pointers for employers who want to convey a meaningful, singular hybrid culture:

  • Create a statement or workplace mission that clearly describes the goals and purpose of your hybrid work culture.
  • Align your hybrid strategy with company values and goals (many companies learn about the tension between the two the hard way).
  • Make sure your leadership team is in lockstep. Nothing unravels a great workplace philosophy like inconsistent support of the model.

Optimizing hybrid work has become one of the greatest challenges for business leaders in decades. For a free consultation, contact

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