When your hybrid workforce gathers in person, making the most of that time is crucial. Hybrid work is now the most common and preferred setup for remote-capable employees, according to Gallup. Unlike fully remote work, which may pose productivity risks, or fully on-site work, which can lack flexibility, hybrid work seems to strike a balanced medium. Still, some companies have yet to perfect their hybrid strategies. Gallup data shows that the connection of hybrid employees to their company’s mission and purpose fell from 43% in January 2021 to 34% in May 2024, despite it remaining higher than other work arrangements.
This dissatisfaction often comes from employees not grasping or believing in the value of their office time, says Caitlin Duffy, a research director at Gartner. Employees feel that in-office requirements are often based on leadership desires rather than real work needs. To counter this, Duffy suggests companies adopt a more intentional and purpose-driven approach, using data and internal needs to guide scheduling instead of arbitrary rules.
Leaders can enhance hybrid work by focusing on collaboration and camaraderie. In-person interactions can enhance team communication and connections, although these won't always happen naturally. Navin Gurnaney, CEO of Code Ninjas, emphasized fostering in-person brainstorming by having his team work in the office two to three days a week. This approach has helped generate new ideas and even led to revenue growth. Gurnaney notes that these interactions are more genuine since employees can read each other’s body language and expressions.
Moreover, these sessions have helped his newly formed team—hired since he became CEO in August 2023—bond closer. Team lunches and dinners have turned the new hires into a cohesive group. Similarly, Mary Beth Weil, CEO at Barker, a creative agency, maintains a physical office to host group lunches and gatherings, allowing remote employees to form personal connections.
Tailoring schedules to team-specific needs is also crucial. Micah Remley, CEO of Robin, a workplace platform, highlights the importance of synchronizing schedules by teams or projects to ensure the right collaboration happens at the right time. For example, different teams at Robin have designated days to come together for focused tasks. However, he notes that many managers lack proper guidance on how to synchronize their teams' schedules, something companies should address by providing better guidelines.
Duffy adds that some tasks are better suited for remote work, such as routine updates or focused individual tasks that benefit from a quiet environment. At Barker, employees can work from home when they need to focus more deeply, avoiding office distractions. Successful hybrid companies intentionally design remote days to allow for deep, uninterrupted work, rather than back-to-back virtual meetings.