Hybrid Work Best Practices

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.

START WITH THE END IN MIND Everyone’s schedules have changed, and they have new norms in their professional and personal lives. Understand what those norms are and plan your team’s work around these commitments for both in-person and virtual work. In our hybrid workplace, reading carefully is the new listening and writing and speaking clearly is the new empathy. Further, thriving at work will be much easier if you communicate your expectations and needs with your team and leaders. Create communication norms around collaboration. Here are some examples: -For smaller meetings, leaders should review the employees’ availability on their calendar before scheduling a call as a sign of respect. -If someone can’t do a call on Friday afternoons, make sure that is noted in yours or the team’s calendar and respected. -If you need the daily 15 min touchpoint at 10am ET instead of 4pm ET because you are picking your kids up from school, make that known! -If you want a response to an urgent message after hours, agree on using a phone call or labeling an email with URGENT to align. But if it’s really urgent, then text and let them know who you are (texts don’t have caller ID) instead of leaving a voicemail. -If you have 3 reply all emails and haven’t resolved an issue, switch to a phone call.

As Starbucks makes headlines with its new RTO approach, it’s a reminder that RTO strategies are more than just logistics; they’re an opportunity to reshape work in meaningful ways. At Worklytics, we’ve gathered critical data-backed insights to guide People leaders in creating effective RTO transitions that foster engagement and productivity. Here are some key findings from our team’s research on successful RTO strategies: 📊 Optimize for Social Connection: Worklytics data indicates that employees who return to buzzing offices with frequent in-person interactions experience up to an 8% increase in engagement scores. In contrast, employees without in-person interactions for over three months can see a 16% drop in engagement. Planning intentional collaborative touchpoints is essential to maintain morale. ⏳ Balance Focus and Collaboration: Employees report a 40% decrease in focus time when returning to onsite work due to increased social interactions and office dynamics. Balancing individual work time with collaborative meetings can help mitigate this effect, ensuring productivity isn’t compromised. 🚀 Set Clear Boundaries to Prevent Burnout: Our analysis shows that excessive after-hours communication and weekend work can lead to a 16% decline in engagement. Establishing boundaries around work hours and promoting a culture that respects personal time can create a healthier, more engaged workforce. 💡 Encourage Regular Manager 1:1s: Teams with weekly manager check-ins report engagement scores that are 9% higher than those without these regular touchpoints. Managers play a pivotal role in supporting employees through the RTO shift by fostering open communication and addressing concerns promptly. 📈 Minimize Meeting Overload: Our data highlights that teams spending more than 8 hours a week in meetings have lower engagement scores by up to 10%. Reducing non-essential meetings allows employees to maintain focus on critical tasks, leading to higher overall productivity. 🕒 Leverage Hybrid Schedules for Flexibility: Teams with flexible hybrid schedules report engagement levels that are 12% higher than those with rigid RTO mandates. Allowing employees some control over their onsite vs. remote days can foster a greater sense of autonomy and satisfaction. Creating a thoughtful, data-informed RTO strategy can make all the difference. Whether it’s supporting employee well-being, encouraging focus time, or reinforcing team dynamics, the right approach to RTO can fuel productivity and engagement. For more RTO insights, check out the comments below. How is your team approaching RTO, and what strategies are working for you? #PeopleAnalytics #ReturnToOffice #HRAnalytics #HybridWork #HRStrategy

A reality check from my decade coaching Fortune 500 leaders: The data is undeniable: -Approximately 41% of U.S. employees with jobs that can be performed remotely are engaged in hybrid work arrangements, working from home some days and from the office on others. Pew Research Center -Companies that cultivate strong hybrid work cultures often experience lower turnover rates, as flexible work arrangements contribute to higher employee satisfaction and loyalty. -Leaders who effectively manage hybrid teams by focusing on outcomes and fostering inclusivity tend to see enhanced team performance and engagement. McKinsey & Company The most successful hybrid leaders aren't attempting to replicate traditional office culture in a virtual setting. Instead, they're pioneering entirely new frameworks tailored to the hybrid model. Three Proven Strategies from Top-Performing Clients: 1. Digital-First Communication Architecture -Prioritize asynchronous communication to respect diverse schedules. -Allocate synchronous meetings for meaningful collaboration. Result: Notable reduction in meeting fatigue, leading to more productive work hours. 2. Core Hours Framework -Establish designated overlapping hours across time zones for real-time interactions. -Protect blocks of time for deep, focused work. -Implement documented decision-making processes to maintain clarity. Outcome: Accelerated decision-making processes and heightened employee engagement. 3. Connection Catalysts -Create intentional opportunities for relationship building. -Organize structured informal interactions, such as virtual coffee chats. -Rotate team members in these activities to foster cross-functional collaboration. -Impact: Strengthened team cohesion and improved cross-departmental communication. Takeaway: Leading hybrid teams effectively requires a focus on outcomes rather than processes, building trust over surveillance, and ensuring clarity to prevent misunderstandings. Don't miss this opportunity to transform your leadership approach for the hybrid era. #HybridLeadership #RemoteWork #LeadershipDevelopment #TeamBuilding #FutureOfWork

Kickstart Success: Making Hybrid Kickoffs Work Here is the situation: half of your team is in the office, the other half is scattered across the globe in home offices, coffee shops, and co-working spaces. Sound familiar? Welcome to the hybrid world. Running a seamless project kickoff with a hybrid team isn’t just about connecting people on a call. It’s about uniting them with a shared vision and making sure everyone feels heard—whether they’re sitting in the room or on Zoom. Here’s how you can make it work flawlessly: 1. Set the Stage Early ↳ Send an agenda ahead of time. ↳ Include expectations, goals, and key discussion points. ↳ Give everyone time to prepare. 2. Be Inclusive From the Get-Go ↳ Start with a check-in that includes everyone. ↳ Use icebreakers that work for both in-person and virtual attendees. ↳ Make sure remote voices aren’t left behind. 3. Leverage Tech That Bridges the Gap ↳ Use collaborative tools like digital whiteboards. ↳ Encourage everyone to contribute—in person or online. ↳ Test all tech beforehand to avoid hiccups. 4. Clarify Roles and Responsibilities ↳ Assign clear roles during the meeting. ↳ Ensure everyone knows their part in the project’s success. ↳ Accountability drives engagement. 5. End With Clear Next Steps ↳ Recap decisions made and actions to be taken. ↳ Assign owners to tasks and set deadlines. ↳ Follow up with a summary email so no one’s left guessing. According to a survey by Microsoft, 73% of workers want flexible remote options to stay, but 67% also want more in-person collaboration. Finding that balance is key to successful kickoffs. A great hybrid kickoff isn't just a meeting. It’s an experience that unites, motivates, and aligns your team—wherever they are. Have you run a hybrid kickoff before? What worked well? What didn’t? Drop your thoughts below! 👇

Last week I mentioned implementing programs like "Food for Thought" to encourage brainstorming and outside-the-box thinking, as it relates to creating a culture of communication and feedback. Before the pandemic, I used to bring in breakfast, lunch or an afternoon snack and call the meeting Food for Thought where I would get feedback from the team on what is going well and what are the opportunities for improvement. Here are some ideas to incorporate this in a #hybridworkforce: ✅ Virtual Coffee Chats: Schedule virtual coffee sessions where team members can gather online and have casual conversations. This informal setting encourages open discussions and allows for sharing ideas and feedback. ✅ Collaborative Document Sharing/ Online Idea Forums: Utilize collaborative document-sharing tools such as Google Docs or Microsoft Teams to encourage real-time collaboration. Team members can contribute their ideas, provide feedback, and collectively work on projects or problem-solving tasks. ✅ Virtual Brainstorming Sessions: Conduct virtual brainstorming sessions using video conferencing tools. Facilitate interactive discussions where team members can share their ideas and engage in creative problem-solving exercises. ✅ Surveys and Polls: Use online survey tools to gather feedback from team members on specific topics or projects. Surveys can be anonymous to ensure open and honest responses, and the results can be shared and discussed during team meetings. ✅ Virtual Team Building Activities: Organize virtual team-building activities that encourage collaboration, creativity, and problem-solving. These activities can include virtual escape rooms, online trivia games, or team challenges that promote communication and thinking outside the box. Remember, the key is to provide opportunities for active participation and engagement, regardless of the physical location of team members. By embracing technology and fostering a culture of open communication, you can create a collaborative environment conducive to generating new ideas and seeking feedback. Which idea do you like the most? #hybridsales #communication #culture #hybridwork

I worked remotely for the past 4 years at Google. 5 tips to absolutely thrive in a hybrid world: (Most people miss #2) —— 1. 𝐌𝐚𝐤𝐞 𝐭𝐡𝐞 𝐦𝐨𝐬𝐭 𝐨𝐟 1:1𝐬 𝐰𝐢𝐭𝐡 𝐲𝐨𝐮𝐫 𝐦𝐚𝐧𝐚𝐠𝐞𝐫 Most people stroll into their 1:1 meetings waiting for their manager to present. Instead, send them a pre-read with: ↳ 3 wins from this past week ↳ 3 priorities for next week (and anything you need their input on) ↳ 1 new idea for the team. The biggest challenge as a remote or hybrid worker is visibility. Make it as easy as possible for leaders to see your impact  (especially when it’s time for promotions). —— 2. 𝐀𝐭𝐭𝐞𝐧𝐝 𝐢𝐧𝐝𝐮𝐬𝐭𝐫𝐲 𝐜𝐨𝐧𝐟𝐞𝐫𝐞𝐧𝐜𝐞𝐬 (𝐢𝐧 𝐩𝐞𝐫𝐬𝐨𝐧) The people you meet today will determine your job opportunities in 2 years. Seriously. Find at least 1 event per year that gather those people for you. Nothing beats face-to-face conversations for building real relationships — especially outside of your company. (I'd check out monday.com's Elevate conference in September— especially if you're interested in the future of work and AI for productivity.) —— 3. 𝐔𝐬𝐞 𝐭𝐡𝐞 "5-𝐫𝐞𝐩𝐥𝐲 𝐫𝐮𝐥𝐞" If an email thread hits 5+ replies, jump on a quick call instead (or record a short video that your teammates can easily watch). You'll solve it in 15 minutes vs. 15 more emails over 3 days. —— 4. 𝐋𝐨𝐠 𝐢𝐧𝐭𝐨 𝐦𝐞𝐞𝐭𝐢𝐧𝐠𝐬 2-3 𝐦𝐢𝐧𝐮𝐭𝐞𝐬 𝐞𝐚𝐫𝐥𝐲 Before the meeting officially starts, have “hallway conversations.” Skip the boring "how's the weather over there?"  Start every call with a specific story or question. "I was listening to this amazing podcast interview while on a walk this morning. It was about brain health—I think you'd really like it. Have you listened to anything good lately?" Trust me, people will feel closer to you. —— 5. 𝐂𝐫𝐞𝐚𝐭𝐞 𝐚 "𝐰𝐨𝐫𝐤 𝐰𝐢𝐭𝐡 𝐦𝐞" 𝐦𝐚𝐧𝐮𝐚𝐥 Every manager should do this exercise in their next team meeting. It's especially useful for remote employees. Everyone will create a quick doc with - communication preferences (ping vs. phone call vs. meeting), - hours they're most focused (try to avoid meetings at that time), - how they prefer receiving feedback. It sounds formal but honestly prevents so much friction. —— The hybrid world isn't going anywhere. Might as well get really good at it! The reason why I thrived as a remote marketing leader is because I created systems that worked for me. Elevate is a great place for marketers to learn how to build and scale those systems with monday.com and AI. The conference is from September 16-18 in New York City. And you can get 10% off your ticket with my code: ElevatewithJade https://lnkd.in/ewec-QFV Which of these 5 tips resonated most with you? I’d seriously love to read it in the comments. 👇 ♻️ Repost this to share these tips with the hybrid workers in your network.

You can’t shove the genie back in the bottle, but you can invite her to hang out. At a recent CEO roundtable, the topic of return-to-office (RTO) popped up, as it always does. One CEO said what many were thinking: “I don’t want to force the genie back in the bottle. But I do want her back when it counts, like when we’re solving big problems, building bold things, or just need the creative jolt that only comes from being in the same room.” Heads nodded. Zoom fatigue is real. So is the slow leak of culture, connection, and energy some teams are feeling. But mandates won’t fix it. Design will. Step 1: Design for moments, not mandates The smartest RTO strategies today are about intentional moments, not showing up just because. Start by: -Mapping collaboration needs, not just job functions -Customize flexibility based on the nature of work, not hierarchy. -Conduct a role-mapping exercise (with department heads) to group functions into 3 categories (examples): Anchor Teams (need in-person time for innovation/collaboration) → e.g., Product, GTM, Marketing Hybrid Core (flexible but benefit from periodic onsite work) → e.g., HR, Finance, CX Remote-First (individual contributor roles with minimal in-person need) → e.g., Engineering, Legal Define expectations: e.g., Anchor Teams = 1–2 days/wk in office; Hybrid Core = 2x/month strategic on sites; Remote-First = optional access -Create “onsite moments that matter” like innovation sprints, customer jams, or hard-problem weeks If people know why it matters, they’ll come. Guilt isn’t a strategy. Step 2: Reimagine the office (because right now, it’s sad) One CEO admitted: “We have a beautiful office, but it’s just empty desks and stale granola bars.” Bring back the vibe: -Design for connection, not silence -Invest in hybrid-friendly tech + rituals -Add some joy: music, good snacks, unplanned laughs. The goal isn’t nostalgia. It’s forward energy. Step 3: Start with the Leadership Team (seriously) If the exec team isn’t modeling in-person energy, forget it. At the roundtable, execs were all on different schedules. No wonder nothing’s clicking. Fix that: -Get aligned at the top, commit to moments together -Make off sites count, real strategy > trust falls -Build equity in visibility. Location ≠ impact. Culture follows leaders. So does momentum. Step 4: Prove It CFOs asked: “What’s the ROI?” Fair. Build a scorecard: -In-office collaboration quality -Utilization tied to outcomes -Top talent retention -Hybrid leadership fluency -Real estate ROI vs engagement Track what matters. Kill what doesn’t. Don’t mandate the magic. Make room for It. One CEO asked: “How do we bring back energy without killing flexibility?” My take: Stop trying to shove the genie back in the bottle. Instead, invite her to drop by, on purpose, when it counts. HR can lead the way. RTO isn’t about control. It’s about designing moments that create meaning. Let’s stop demanding presence. Let’s create gravity.