Managing Change in Hybrid Work Environments

Just out in Harvard Business Review, summary of the Hybrid Experiment results and lessons on how to make hybrid succeed. Experiment: randomize 1600 graduate employees in marketing, finance, accounting and engineering at Trip.com into 5-days a week in office, or 3-days a week in office and 2-days a week WFH. Analyzed 2 years of data. Two key results A) Hybrid and fully-in-office showed no differences in productivity, performance review grade, promotion, learning or innovation. B) Hybrid had a higher satisfaction rate, and 35% lower attrition. Quit-rate reductions were largest for female employees. Four managerial lessons 1) Hybrid needs a strong performance management system so managers don’t need to hover over employees at their desks to check their progress. Trip.com had an extensive performance review process every six months. 2) Coordinate in-office days at the team or company level. Schedule clarity prevents the frustration of coming to an empty office only to participate in Zoom calls. Trip.com coordinated WFH on Wednesday and Friday. 3) Having leadership buy-in is critical (as with most management practices). Trip.com’s CEO and C-suite all support the hybrid policy. 4) A/B test new policies (as well as products) if possible. Often new policies turn out to be unexpectedly profitable. Trip.com made millions of dollars more profits from hybrid by cutting expensive turnover.

Hybrid Meetings ≠ Inclusive Meetings. I’ve lived it - and here’s 5 practical tips to ensure everyone has a voice, regardless of location. I spent more than 10,000 hours in hybrid meetings while as a remote leader for The Clorox Company. I was often the 𝘰𝘯𝘭𝘺 remote attendee - while the rest of the group sat together in a conference room at HQ. Here’s what I learned the hard way: 𝗠𝗲𝗲𝘁𝗶𝗻𝗴𝘀 𝗱𝗼𝗻’𝘁 𝗷𝘂𝘀𝘁 𝗺𝗼𝘃𝗲 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿𝘄𝗮𝗿𝗱, 𝘁𝗵𝗲𝘆 𝘀𝗵𝗮𝗽𝗲 𝘁𝗲𝗮𝗺 𝗰𝘂𝗹𝘁𝘂𝗿𝗲... ...by showing who gets heard, who feels seen, and who gets left out. If you're leading a distributed or hybrid team, how you structure your meetings sends a loud message about what (and who) matters. 𝟱 𝘁𝗶𝗽𝘀 𝗳𝗼𝗿 𝗱𝗲𝘀𝗶𝗴𝗻𝗶𝗻𝗴 𝗺𝗼𝗿𝗲 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲 𝗮𝗻𝗱 𝗶𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗵𝘆𝗯𝗿𝗶𝗱 𝗺𝗲𝗲𝘁𝗶𝗻𝗴𝘀: 1️⃣ 𝗗𝗲𝘀𝗶𝗴𝗻𝗮𝘁𝗲 𝗮 𝘀𝘁𝗿𝗼𝗻𝗴 𝗳𝗮𝗰𝗶𝗹𝗶𝘁𝗮𝘁𝗼𝗿 – who will actively combat distance bias and invite input from all meeting members 2️⃣ 𝗔𝘀𝘀𝗶𝗴𝗻 𝗮 𝗽𝗿𝗼𝗱𝘂𝗰𝗲𝗿 – to monitor the chat and the raised hands, to launch polls and to free up the facilitator to focus on the flow 3️⃣ 𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗹𝗼𝗴 𝗶𝗻 - so that there is equal access to the chat, polls, and reactions 4️⃣ 𝗕𝘂𝗱𝗱𝘆 𝘀𝘆𝘀𝘁𝗲𝗺 – pair remote team members with in-room allies to help make space in the conversation and ensure they can see and hear everything 5️⃣ 𝗣𝗿𝗲𝗽 𝗮 𝗯𝗮𝗰𝗸𝘂𝗽 𝗽𝗹𝗮𝗻 – be ready with a Plan B for audio, video, or connectivity issues in the room 𝘞𝘢𝘯𝘵 𝘵𝘰 𝘵𝘢𝘬𝘦 𝘵𝘩𝘪𝘴 𝘦𝘷𝘦𝘯 𝘧𝘶𝘳𝘵𝘩𝘦𝘳? 𝗧𝗿𝘆 𝗮 𝗗𝗶𝗴𝗶𝘁𝗮𝗹-𝗙𝗶𝗿𝘀𝘁 𝗺𝗲𝗲𝘁𝗶𝗻𝗴. If even one person is remote, have everyone log in from their own device from their own workspace to create a level playing field. 🔗 𝗚𝗲𝘁 𝗺𝗼𝗿𝗲 𝘁𝗶𝗽𝘀 for creating location-inclusive distributed teams in this Nano Tool I wrote for Wharton Executive Education: https://lnkd.in/eUKdrDVn #LIPostingDayApril

All is not well in fully-remote OR fully in-office work. While new Gallup research reveals that fully remote workers are more engaged than even hybrid workers (and fully on-site workers are the least engaged - a slap in the face of RTO), they aren't thriving the most - hybrid workers are. It's perhaps no surprise (to all but some CEO's and managers) that fully on-site workers are thriving the least. Interestingly, hybrid workers experience the most stress (just a hair more than fully remote), and disturbingly, fully remote workers are more likely to experience anger, sadness, and loneliness - by a decent margin. Gallup believes that physical distance can create mental distance and that work becomes "just work" without deeper connections with coworkers that can be more easily formed from spending time together in person. They also think that it's the autonomy that comes with remote work which can create stress and lead to the negative emotions mentioned above. I think these are very interesting findings, and I would like to believe that most companies would take the time to reflect on them and take appropriate action. Here's what I think companies can do: 1. Address the emotional well-being of remote workers with regular check-ins, mental health resources, and virtual social activities to combat isolation. 2. Optimize hybrid work environments by creating create clear boundaries between work and home life, help their workers manage workloads effectively, and ensure hybrid workers aren't overcompensating with longer hours. 3. Explore the advantages of remote work, seek to understand what drives the higher engagement and apply these lessons across all work arrangements. 4. Given that each work arrangement faces different challenges, develop tailored well-being strategies for each work type. A one-size-fits-all approach isn't the way to go. 5. Ensure that remote workers have career development opportunities, opportunities to develop meaningful social connections, and achieve work-life balance to close the thriving gap. 6. For companies that are (or are considering moving to) fully in-office work, reconsider hybrid and/or remote work for the clear benefits. I know - wishful thinking, especially for #6. Here's the full Gallup report: https://lnkd.in/ezQB4K5q #WellBeing #EmployeeEngagement #WorkLifeBalance #FutureOfWork #RTO

As someone who works 7 days a week, I have had to create weekends and strict rest periods inside my days of active work. Saturday and Sundays are more led with personal tasks but I can't fully disconnect from the mission on weekends and so day naps, strict working days of 10am-3am and working after 8pm (the kids bedtime) become a method of achieving all of my goals and commitments. My consideration for you is: Clarify your values: Reflect on what truly matters to you. Identify your core values and aspirations in both your professional and personal spheres. Understanding what is most important will help you make more aligned choices. Set boundaries: Establish clear boundaries between work and personal life. Determine specific times and spaces dedicated to work, and make a conscious effort to disconnect and engage in activities that bring you joy and fulfillment outside of work. Communicate your boundaries to colleagues, clients, and loved ones to foster respect and understanding. Prioritise self-care: Taking care of yourself is crucial for maintaining overall well-being. Prioritise self-care activities that recharge and rejuvenate you, such as exercise, quality sleep, hobbies, and spending time with loved ones. Remember that self-care is not selfish; it enables you to show up as your best self in all areas of life. Assess your workload: Evaluate your workload and responsibilities realistically. Be mindful of taking on too much and learn to delegate or say no when necessary. Recognise that you have limitations, and it is essential to avoid burnout by finding a sustainable balance between productivity and rest. Foster open communication: Engage in open and honest communication with your employer, colleagues, and loved ones about your work-life balance priorities. Clearly express your needs and concerns, and seek solutions that accommodate both personal and professional commitments. Collaborative dialogue can lead to mutually beneficial arrangements. Embrace flexibility: Explore opportunities for flexible work arrangements, such as remote work, flexible hours, or compressed workweeks. Flexibility can help create more space for personal pursuits and enable a better integration of work and life responsibilities. Practice mindfulness and presence: Cultivate mindfulness by being fully present in the present moment, whether you are at work or engaged in personal activities. By focusing on the task at hand, you can enhance productivity, reduce stress, and derive greater enjoyment from your experiences. Regularly reassess and adjust: Recognise that work-life balance is a dynamic process. Regularly assess your approach, considering your changing circumstances and priorities. Adjust your choices and commitments accordingly to maintain a harmonious equilibrium over time.

🛰️ Claudia thought hybrid-working schedules would save her: Two days at home for deep work and the invisible care work, wherever she could breathe. One day on-site to be seen. Although she kept over-delivering. She was seen less and remembered less. The promotions went to people whose jokes landed in hallways, not Slack. Her work traveled by email; their faces traveled by elevator. 🌓 Here’s the trap: working from home is both blessing and curse for women. The blessing is focus and flexibility for the invisible labor we carry. The curse is that we avoid the spotlight. We’d rather deliver quietly and trust merit to carry us, and we get passed over by people who were seen. 🧠 The truth is that people remember who they see, not just what they read. Being in a few key rooms still moves careers, even if it shouldn’t. The 9–6 badge-swipe culture punishes anyone doing school pickups, elder care, or real life. So don’t swing to either extreme, always on-site or always invisible online. Design your visibility like a workflow: pick the two moments each month when decisions get made, show your face there, and cover the rest with tight written receipts and short live updates. 🔧 So, how to design this now: 1. 🎯 𝗖𝗵𝗼𝗼𝘀𝗲 𝘁𝘄𝗼 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝘄𝗶𝗻𝗱𝗼𝘄𝘀 𝗮 𝗺𝗼𝗻𝘁𝗵 𝗮𝗻𝗱 𝗺𝗮𝗸𝗲 𝘁𝗵𝗲𝗺 𝗻𝗼𝗻-𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝗯𝗹𝗲 𝘀𝗶𝗴𝗵𝘁𝗶𝗻𝗴𝘀.    Forecast week and exec reviews.    Walk three specific people who need to know your work before the meeting with a one-minute “here’s the impact, here’s the ask.”     2. 🧾 𝗜𝗻𝘀𝘁𝗮𝗹𝗹 𝗮 𝗿𝗲𝗰𝗲𝗶𝗽𝘁𝘀 𝗿𝗶𝘁𝘂𝗮𝗹.    For every major deliverable, ship a 6-sentence note: problem → action → business result → risk removed → next bet → what I need from you. CC two people not in the room. If it isn’t written and witnessed, it isn’t yours.     3. 🗓️ 𝗥𝗲𝗽𝗹𝗮𝗰𝗲 𝗮𝘃𝗮𝗶𝗹𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝘄𝗶𝘁𝗵 𝗽𝗿𝗲𝗱𝗶𝗰𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆.    Publish your office rhythm: “Tuesdays I’m in for decisions; Thursdays I’m in for cross-team syncs; other days async, 2–4pm live window.” Leaders invest in what they can reliably find.     4. 🔁 𝗥𝘂𝗻 𝗮 𝗽𝗿𝗼𝘅𝘆 𝗹𝗼𝗼𝗽 𝗼𝗻 𝗱𝗮𝘆𝘀 𝘆𝗼𝘂’𝗿𝗲 𝗿𝗲𝗺𝗼𝘁𝗲.    Pre-brief an in-room ally with your two lines and your ask;    Post-brief them for the echoes.    Rotate proxies so you’re not indebted and return the favor when you’re on-site.     🚀 Today Uma and I are running a 90-minute working session, “𝗛𝗼𝘄 𝘁𝗼 𝗕𝗲 𝗦𝗲𝗲𝗻 𝗮𝗻𝗱 𝗛𝗲𝗮𝗿𝗱 𝗮𝘁 𝗪𝗼𝗿𝗸.” Last chance to join us live and get the exact scripts, pre-wiring moves, and the one-page receipts template: https://lnkd.in/gte3PVrM 👊 Because remote can do the work, but only designed presence gets you the credit, the mic, and the raise.

This article in MIT Sloan Management Review on hybrid work by Nick Bloom, Prithwiraj Choudhury, and Brian Elliott confirms what we've been documenting for years: This isn't a location problem. It's a leadership capability gap. While too many executives still debate office attendance, their more forward-thinking, innovative competitors build the leadership AND operational capabilities that a high-performance flexible work model--not just "hybrid"--requires. The research and case studies that the article cites get critical points right: ✅ "To date, no peer-reviewed research shows a benefit to a rigid five-day office model." ✅ Synchrony's CEO focusing on measurable results over presence. ✅ Atlassian's teams creating working agreements. ✅ The reality that only 25% of managers of distributed teams get leadership training (and we wonder why they are reporting historically low levels of engagement and burnout!) But this alone doesn't close the capability gap. What I'm seeing in our work with organizations: 👉 Teams need more than permission to create norms. They need facilitation frameworks for making planning and coordination decisions within the context of broader organizational parameters that all levels of leadership have aligned behind. 👉 Managers need consistent protocols, tools and training to guide the conversations about how, when, and where their specific work gets done—not just implement generic policies. This includes defining: → How does work get prioritized and coordinated for your business? → When do teams need to be together in person, and not in person, to achieve specific outcomes? → In what spaces and places (in person and virtual) does different work happen most effectively given your constraints? The article does mention the importance of space redesign and technology but a high-performance flexible work model integrates technology capabilities, and workspace design into the defined parameters as one coordinated way of operating across places, spaces and time. This requires moving: ✅ From debating location to starting with the work and defining how, when and where that work happens best, and ✅ From treating flexibility as policy compliance to building it as strategic capability. The evidence is clear. The business case is proven. Organizations that build these operational and leadership capabilities have a competitive advantage and will outperform those still debating badge swipes. What's the biggest capability gap you're addressing to help your organization achieve high levels of sustainable performance working flexibly? #FutureOfWork #FlexibleWork #RTO #HybridWork #Leadership #WorkplaceStrategy #HighPerformanceFlexibility #ReimagineWork

What if forcing employees back to the office is Amazon's biggest mistake? I love this practical case study of how Grammarly is setting a new standard with its hybrid approach: 👉 Data-Driven Decisions: They asked their employees what they wanted. 90% said they don’t need to be in the office daily, so Grammarly ditched the one-size-fits-all model for something that actually works. 👉 Structured Flexibility: Forget rigid schedules. Grammarly’s “planned on-sites” bring teams together twice a year, letting managers decide when in-person time really matters. 👉 Spaces That Actually Work: Bye-bye cubicles. Grammarly’s offices now look more like creative hubs than traditional workplaces, with collaboration zones and quiet areas designed for what teams actually need. 👉 In-House Hybrid Tools: Alongside platforms like Tactic, Grammarly created custom tools to make hybrid work seamless, proving they’re all in on making the most of every moment together. 👉 Connection Over Compliance: From cultural celebrations to global parties, Grammarly knows that a connected culture is built, not forced. Grammarly’s lesson? Stop pretending hybrid work is easy—but start treating it like it’s worth it. Why would a company not do this?

𝗘𝗺𝗮𝗶𝗹 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 = 𝗧𝗲𝗮𝗺 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 (𝗘𝘀𝗽𝗲𝗰𝗶𝗮𝗹𝗹𝘆 𝗶𝗻 𝗥𝗲𝗺𝗼𝘁𝗲 𝗧𝗲𝗮𝗺𝘀) “I thought the message was clear.” But then I’d get: • 3 follow-up emails. • 2 missed deadlines. • And 1 frustrated teammate. If you’ve ever led a remote team, you know: 📧 Miscommunication isn't about laziness— It’s about ambiguity. 𝗔𝗻𝗱 𝗲𝗺𝗮𝗶𝗹 𝗶𝘀 𝗼𝗳𝘁𝗲𝗻 𝘁𝗵𝗲 𝘀𝗶𝗹𝗲𝗻𝘁 𝗰𝘂𝗹𝗽𝗿𝗶𝘁. Over the years of coaching executives, here’s what I’ve noticed: The best leaders don’t just send messages. They design communication for clarity, structure, and emotional connection. 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝘁𝗼 𝗱𝗼 𝗶𝘁 👇 (I broke it down in the infographic attached.) 🔎 𝟯 𝗦𝗺𝗮𝗹𝗹 𝗦𝗵𝗶𝗳𝘁𝘀 𝗧𝗵𝗮𝘁 𝗣𝗿𝗲𝘃𝗲𝗻𝘁 𝗕𝗶𝗴 𝗥𝗲𝗺𝗼𝘁𝗲 𝗠𝗶𝘀𝗰𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀: 💡 𝟭. 𝗖𝗹𝗮𝗿𝗶𝘁𝘆 – 𝗖𝗹𝗲𝗮𝗿 𝘀𝘂𝗯𝗷𝗲𝗰𝘁 𝗹𝗶𝗻𝗲𝘀 → 𝗦𝘁𝗼𝗽 𝘂𝘀𝗶𝗻𝗴: “Quick update” or “Touching base” → 𝗦𝘁𝗮𝗿𝘁 𝘂𝘀𝗶𝗻𝗴: “Client Feedback Needed by EOD” or “Budget Review: Final Draft Approval” 💡 𝟮. 𝗦𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲 – 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗲𝗱 𝗺𝗲𝘀𝘀𝗮𝗴𝗲 𝗯𝗼𝗱𝘆 → Use bullet points, bold key dates, and keep paragraphs short → Structure builds speed—especially for teams juggling multiple threads 💡 𝟯. 𝗖𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻 – 𝗥𝗶𝗴𝗵𝘁 𝘁𝗼𝗻𝗲 𝗮𝗻𝗱 𝗰𝗼𝗻𝘁𝗲𝘅𝘁 → Add warmth and context: “𝘏𝘰𝘱𝘦 𝘺𝘰𝘶’𝘳𝘦 𝘸𝘦𝘭𝘭” + “𝘈𝘴 𝘥𝘪𝘴𝘤𝘶𝘴𝘴𝘦𝘥 𝘪𝘯 𝘭𝘢𝘴𝘵 𝘸𝘦𝘦𝘬’𝘴 𝘴𝘺𝘯𝘤…” → It’s not fluff—it’s trust-building. 📊 𝗧𝗵𝗲 𝗿𝗲𝘀𝘂𝗹𝘁? ✅ Fewer back-and-forths ✅ Faster decisions ✅ A team that feels informed, respected, and aligned 👋 If you’re leading a remote or hybrid team, and you're tired of the fog that comes with virtual communication… This is where real leadership shows up—not in more emails, but better ones. — 🧠 𝗪𝗮𝗻𝘁 𝘁𝗼 𝗴𝗼 𝗱𝗲𝗲𝗽𝗲𝗿? Subscribe to my free newsletter and get the full DNA of Influence™ framework— A proven system to boost executive presence, influence, and clarity in any room (or Zoom). 🔗 [Link In The Comment Section] #leadership #peakimpactmentorship  #communication #remotework #dnaofinfluence #emailtips

In a hybrid team, "I didn't get that message" is often a symptom of a fragmented communication strategy, not a forgetful employee. 📝 When your team is split between the office and the spare bedroom, you can’t rely on "watercooler chat" to keep everyone aligned. If information is shared inconsistently across different channels, you create a "knowledge hierarchy" where those in the office feel more informed than those at home. To keep your hybrid team on the same page: - Digital-first mindset: Treat every update as if the whole team is remote. If a decision is made in a hallway, it must be documented in a central digital space immediately. - The "Live Blog" approach: For major projects or crises, use a running blog on your intranet as the definitive source. Point all other channels—emails, Slack, or Yammer—back to this one link to ensure everyone sees the latest, verified facts. - Consistent touchpoints: Use regular, short updates to stay top of mind, rather than waiting for big "all-hands" meetings that might not suit everyone's schedule. When everyone has access to the same information at the same time, you remove the "us vs. them" divide and build a more equitable culture. How do you ensure your remote team members don't feel like they're missing out on the "in-office" loop? 🤝 [Image description: Green tile with black headline text that reads: Is your hybrid team getting the same messages at the same time? Below is a meme featuring a black-and-white cartoon of a business woman holding her glasses in one hand with the caption: 'Thank you for "reminding" me about that thing you never told me about in the first place.']

I used to be proud of my 80-hour work weeks. → Until I burned out completely. Here's what I learned about real success. The truth about work-life balance: It's not about equal time. It's about equal energy. Here's my framework: 1) Energy Management Track your peak performance hours Schedule deep work during high-energy Rest when you're low 2) The Boundary System No-phone zones at home Email-free weekends Protected family time 3) Time Multipliers Batch similar tasks Automate repetitive work Delegate what drains you 4) Life First Scheduling Book personal commitments first Protect exercise time Schedule daily recharge 5) Work Boundaries Define work hours clearly Set client expectations Learn to say no 6) Energy Boosters Regular movement breaks Healthy fuel choices Power naps when needed What changed when I implemented this framework? → Productivity up by 2x → Stress down 70% Remember: Success without fulfillment = The ultimate failure Work will take everything you give it, unless you set the rules. Start here: Audit your time Set clear boundaries Protect what matters Balance isn't perfect → But burnout is perfectly avoidable Your life = Your rules Rest = Productivity Boundaries = Freedom Share if you believe in sustainable success. Because remember: Nobody ever said on their deathbed "I wish I spent more time at the office." Start designing your ideal balance today.