Hybrid Org: Key Characteristics & Decoding Success

Hybrid organizations, often navigating a complex landscape similar to that faced by social enterprises, strategically blend elements of both traditional for-profit businesses and non-profit entities. Organizational structure greatly impacts the efficacy of hybrid models and it influences resource allocation, which is often tracked using tools like Balanced Scorecards. A crucial consideration for leaders, such as Rosabeth Moss Kanter, is understanding what are the two key characteristics of a hybrid organization that enable it to achieve both financial sustainability and social impact.

Embracing the Hybrid Work Revolution: A New Era of Organizational Strategy

The modern workplace is undergoing a profound transformation, and at the heart of this shift lies the rise of hybrid work models. No longer a fringe experiment, hybrid arrangements are rapidly becoming the standard, fundamentally altering how organizations operate and compete.

For businesses to not only survive but thrive in this evolving landscape, mastering the intricacies of hybrid work is no longer optional – it is imperative.

Defining Hybrid Work: A Blend of Environments

At its core, a hybrid work model represents a strategic blend of remote and in-office work. This approach provides employees with the flexibility to divide their time between working from a traditional office space and working remotely, whether from home, a co-working facility, or another location of their choosing.

This flexible structure aims to harness the benefits of both work environments, fostering productivity, engagement, and overall employee well-being.

The Ascent of Hybrid: An Industry-Wide Trend

The adoption of hybrid work models has experienced exponential growth across a diverse spectrum of industries. Fuelled by technological advancements, shifting employee expectations, and the lessons learned during the global pandemic, organizations are increasingly recognizing the advantages of hybrid approaches.

From tech giants to traditional enterprises, the trend towards hybrid work is unmistakable, signifying a fundamental change in the way we perceive and structure work.

This rise isn't simply a fleeting fad but a strategic realignment reflecting a deeper understanding of the modern workforce's needs and preferences.

The Keys to Success: A Comprehensive Strategy

Successfully navigating the complexities of hybrid work requires a multifaceted and carefully considered strategy. It is not enough to simply allow employees to split their time between the office and home.

True success demands a holistic approach, encompassing:

• Technology: Robust and adaptable technological infrastructure.
• Policy: Clear and equitable policy frameworks.
• Engagement: Proactive employee engagement initiatives.
• Communication: Streamlined and effective communication strategies.
• Culture: A supportive and inclusive organizational culture.

By addressing each of these critical elements, organizations can unlock the full potential of hybrid work, creating a more productive, engaged, and ultimately successful workforce. A comprehensive and strategic approach is the bedrock of any successful hybrid model.

Defining Hybrid Work: Unpacking the Terminology

The rise of hybrid work models has introduced a new lexicon to the business world. Understanding the nuances of this terminology is crucial to effectively implementing and managing such arrangements. This section will clearly define hybrid work, differentiating it from related concepts like remote work and flexible work arrangements. We will also highlight the pivotal role of trust and autonomy in ensuring the success of hybrid models.

Hybrid Work vs. Remote Work vs. Flexible Work Arrangements

Navigating the world of modern work requires a clear understanding of the distinctions between hybrid, remote, and flexible work arrangements. While often used interchangeably, each term represents a unique approach to how and where work is conducted. Grasping these differences is paramount for organizations seeking to design and implement effective work strategies.

Remote Work as a Subset of Hybrid

Remote work, in its purest form, refers to a work arrangement where employees perform their duties entirely outside of a traditional office setting. This can mean working from home, co-working spaces, or even while traveling.

Importantly, remote work can be considered a specific type of hybrid arrangement, particularly when an organization allows employees to choose whether to work remotely or from the office. In contrast to a fully remote company, a hybrid model typically incorporates some expectation of in-office presence.

Flexible Work: A Broader Spectrum

Flexible work arrangements encompass a wider range of options that provide employees with greater control over their work schedules, locations, and even the way they perform their tasks. This could include options such as flextime, compressed workweeks, or job sharing.

While hybrid work often incorporates elements of flexible work, the core distinction lies in the location component. Hybrid work specifically addresses the blend of in-office and remote work, whereas flexible work may not necessarily involve remote work at all. It's about providing employees with autonomy over when and how they work, not necessarily where.

Office-Centric vs. Remote-First Approaches in Hybrid Work

Within the hybrid work landscape, two primary approaches define the overall structure: office-centric and remote-first. Understanding these philosophies is critical for shaping a hybrid strategy that aligns with organizational needs and employee preferences.

An office-centric approach prioritizes the physical office as the primary hub of activity, with remote work serving as an occasional or supplementary option. This model often mandates a minimum number of days in the office, encouraging in-person collaboration and maintaining a strong physical presence.

Conversely, a remote-first approach positions remote work as the default, with the office serving as a resource for specific activities like team meetings, client visits, or collaborative projects. This model requires a robust technological infrastructure and communication strategy to ensure seamless collaboration and inclusivity for remote employees.

The Foundation of Trust and Autonomy

The success of any hybrid work model hinges on the cultivation of trust and the granting of autonomy to employees. Without these fundamental elements, hybrid arrangements can quickly devolve into a source of frustration and disengagement.

Trust implies that employers believe in their employees' ability to perform their duties effectively, regardless of location. Autonomy empowers employees to make decisions about their work schedules, locations, and methods, fostering a sense of ownership and accountability.

When employees feel trusted and empowered, they are more likely to be productive, engaged, and committed to their work. Conversely, a lack of trust and autonomy can lead to micromanagement, decreased morale, and ultimately, higher employee turnover.

A Framework for Implementation

Implementing a successful hybrid work model requires a strategic and thoughtful approach. It’s more than simply allowing employees to work from home a few days a week. It requires a comprehensive framework that addresses technology, policy, communication, and culture. This framework will enable organizations to navigate the complexities of hybrid work and create a thriving environment for all employees, regardless of their location. Without a strong framework, hybrid implementations are more likely to fail to meet business needs and employee expectations.

Key Components: Building a Successful Hybrid Model

The rise of hybrid work necessitates a structured approach, built on several core pillars. A successful hybrid model is not merely about allowing employees to split their time between home and the office. It requires a holistic strategy, carefully balancing the needs of the organization with the preferences and well-being of its workforce. This section details the four essential components for a thriving hybrid work environment: communication strategies, technology, policy frameworks, and prioritizing the employee experience. Each component is crucial for creating a well-rounded and effective hybrid setup.

Communication Strategies for Hybrid Teams

Effective communication is the lifeblood of any successful team, but it becomes even more critical in a hybrid setting. With employees working in different locations and on varying schedules, traditional communication methods may fall short.

Strategic communication is the glue that holds hybrid teams together.

Asynchronous Communication: A Necessity for Diverse Schedules

Asynchronous communication, which doesn't require immediate responses, becomes essential when team members operate on different time zones or schedules. Tools like email, project management software, and shared document platforms allow employees to contribute and stay informed at their own pace.

The adoption of asynchronous communication prevents bottlenecks and ensures that all team members, regardless of location or schedule, have access to the information they need.

Balancing Asynchronous and Synchronous Communication

While asynchronous communication is valuable, synchronous communication—real-time interactions like video conferencing and instant messaging—remains important for collaboration and building rapport. The key is to find the right balance between the two.

Over-reliance on synchronous communication can lead to meeting fatigue and disrupt individual work schedules, while neglecting it can result in feelings of isolation and disconnect.

Clear Communication Protocols

Establishing clear communication protocols is essential. This includes defining which channels should be used for different types of communication, setting expectations for response times, and encouraging open and transparent dialogue.

Well-defined communication protocols minimize confusion, reduce miscommunication, and foster a sense of inclusivity within the team. These protocols should be documented and readily accessible to all employees.

The Role of Technology in Enabling Hybrid Work

Technology is the backbone of any successful hybrid work model. It provides the tools and infrastructure necessary to connect remote and in-office employees, facilitate collaboration, and maintain productivity.

Adaptable Technology Infrastructure

A successful hybrid model requires an adaptable technology infrastructure, encompassing both hardware and software solutions. Employees need reliable internet access, secure devices, and access to the same tools and resources regardless of their location.

Organizations must invest in robust cybersecurity measures to protect sensitive data in a distributed work environment.

Collaboration Technologies

A range of collaboration technologies are crucial for enabling hybrid work.

• Microsoft Teams, Slack, and Google Workspace offer comprehensive communication and collaboration features, including instant messaging, video conferencing, file sharing, and project management tools.
• Zoom and Google Meet are valuable for video conferencing and virtual meetings.
• Project management software like Asana and Trello help teams track tasks, manage deadlines, and collaborate on projects remotely.

Choosing the right technology stack will depend on the specific needs and preferences of the organization and its employees.

Policy and Frameworks for Hybrid Work

While technology enables hybrid work, clear policies and frameworks provide the structure and guidelines necessary for a successful implementation. These policies should address key issues such as remote work arrangements, flexible schedules, and performance management.

The Necessity of a Comprehensive Hybrid Workplace Policy

A comprehensive hybrid workplace policy is essential for setting clear expectations and ensuring consistency. This policy should outline eligibility criteria for remote work, guidelines for workplace safety and security, and procedures for communication and collaboration.

The policy should also address issues such as data privacy, intellectual property protection, and reimbursement of expenses.

The Importance of Remote Work Policies

Remote work policies are crucial for establishing clear rules and expectations for employees working from home. These policies should address issues such as work hours, availability, and performance expectations.

They should also outline the organization's responsibilities for providing remote employees with the necessary equipment and support.

The Value of Flexible Work Schedules

Flexible work schedules can be a valuable tool for attracting and retaining talent in a hybrid environment. Allowing employees to adjust their work hours to better accommodate their personal needs can improve morale and productivity.

However, it's important to establish clear guidelines for flexible schedules to ensure that team collaboration and communication are not negatively impacted.

Prioritizing the Employee Experience

Ultimately, the success of any hybrid work model depends on the employee experience. Creating a positive and engaging experience for all employees, regardless of location, is essential for maximizing productivity, retention, and overall organizational success.

The Impact of Employee Experience on Productivity and Retention

Employee experience (EX) has a direct impact on productivity and retention. When employees feel valued, supported, and connected to their colleagues, they are more likely to be engaged and productive.

Organizations that prioritize employee experience in their hybrid work models are more likely to attract and retain top talent.

Cultivating Psychological Safety within Hybrid Teams

Psychological safety, the belief that one can speak up without fear of negative consequences, is essential for fostering innovation and collaboration in hybrid teams. Leaders should create a culture where employees feel comfortable sharing their ideas, asking questions, and providing feedback, regardless of their location.

This can be achieved through open communication, active listening, and a willingness to address concerns and resolve conflicts promptly.

By focusing on these four key components—communication, technology, policy, and employee experience—organizations can build a successful hybrid model that benefits both the business and its workforce.

Managing Performance and Culture in the Hybrid Workplace

The rise of hybrid work necessitates a structured approach, built on several core pillars. A successful hybrid model is not merely about allowing employees to split their time between home and the office. It requires a holistic strategy, carefully balancing the needs of the organization with the preferences and requirements of its workforce. This section delves into two critical aspects of this strategy: performance management and cultural preservation in a hybrid environment.

Re-Evaluating Performance Management in the Hybrid Era

Traditional performance management systems often rely on outdated metrics that prioritize presenteeism over tangible results. In a hybrid or remote setting, such metrics become not only irrelevant, but also potentially detrimental to employee morale and productivity. A fundamental shift is needed, one that emphasizes output, outcomes, and demonstrable contributions.

Moving Beyond Presenteeism

The traditional mindset equates physical presence with productivity. This is simply no longer valid. Instead, organizations must adopt systems that assess performance based on clearly defined goals, key performance indicators (KPIs), and measurable deliverables.

Consider focusing on project completion rates, customer satisfaction scores, or innovation metrics. These provide a more accurate reflection of an employee's value.

Setting Clear Expectations and Objectives

Ambiguity breeds uncertainty and can lead to decreased performance. Clear and concise expectations are paramount. Managers must work collaboratively with their team members to establish specific, measurable, achievable, relevant, and time-bound (SMART) goals.

Regular check-ins, feedback sessions, and progress reviews are essential to ensure alignment and provide timely support.

Leveraging Technology for Performance Tracking

Technology plays a crucial role in facilitating performance management in a hybrid environment. Project management software, collaboration tools, and data analytics platforms can provide valuable insights into individual and team performance.

These tools enable managers to track progress, identify potential roadblocks, and offer targeted assistance. They also foster transparency and accountability.

Fostering Collaboration and Team Cohesion Through Dedicated In-Office Spaces

While remote work offers numerous benefits, it can also lead to isolation and a decline in team cohesion. Strategic use of physical office space is crucial for fostering collaboration, innovation, and a sense of community. Transforming the office from a place of individual work to a hub for collaborative activities is key.

Designing Purpose-Built Collaboration Zones

Rethink the traditional office layout. Move away from rows of individual workstations and invest in adaptable spaces designed for teamwork.

These could include project rooms, brainstorming areas, and comfortable lounges that encourage informal interaction. Providing a variety of spaces caters to diverse work styles and team needs.

Implementing "Anchor Days" or Team-Building Events

Designate specific days for teams to gather in the office. These "anchor days" can be used for strategic planning, problem-solving sessions, or team-building activities.

Consider organizing social events or workshops that promote camaraderie and strengthen relationships. The goal is to create a sense of belonging and shared purpose.

Structured Opportunities for Social Interaction

Casual interactions that naturally occur in a traditional office environment can be lost in a hybrid setting. Proactively creating structured opportunities for social interaction is essential for maintaining team cohesion and preventing feelings of isolation.

Virtual Social Events and Coffee Breaks

Leverage technology to facilitate virtual social events. Consider hosting virtual coffee breaks, team lunches, or online games. These informal gatherings can help team members connect on a personal level and build rapport.

Mentorship Programs and Peer-to-Peer Learning

Implement mentorship programs that connect junior employees with more experienced colleagues. Encourage peer-to-peer learning through workshops, knowledge-sharing sessions, or online forums.

These initiatives foster a culture of support and collaboration.

Recognizing and Celebrating Success

Publicly acknowledge and celebrate both individual and team achievements. This can be done through company-wide announcements, virtual award ceremonies, or small team gatherings.

Recognizing and appreciating employees' contributions boosts morale and reinforces a sense of shared accomplishment. By prioritizing performance management and fostering a strong company culture, organizations can unlock the full potential of their hybrid workforce.

Continuous Improvement: Gathering Feedback and Adapting

The rise of hybrid work necessitates a structured approach, built on several core pillars. A successful hybrid model is not merely about allowing employees to split their time between home and the office. It requires a holistic strategy, carefully balancing the needs of the organization with the evolving expectations of its workforce. Central to this balance is the concept of continuous improvement, driven by robust feedback mechanisms and a commitment to adaptability.

A static hybrid model is a failed hybrid model. The work landscape is dynamic, and any strategy attempting to navigate it must, by necessity, possess similar characteristics.

This section explores the critical importance of establishing feedback loops and fostering a culture of adaptation to ensure the long-term success of hybrid work initiatives.

Establishing Robust Feedback Mechanisms

The foundation of any successful continuous improvement strategy lies in the ability to gather accurate and actionable feedback. Organizations must proactively create avenues for employees to voice their experiences, concerns, and suggestions regarding the hybrid work environment.

These mechanisms should be diverse and cater to different communication preferences.

Diverse Feedback Channels

• Regular Surveys: Implement short, frequent surveys (e.g., pulse surveys) to gauge employee sentiment on various aspects of the hybrid work experience, from technological support to communication effectiveness.

  These surveys should be concise and focused to maximize participation and minimize survey fatigue.

• Focus Groups: Conduct regular focus groups with representative samples of employees to delve deeper into specific challenges and opportunities within the hybrid model.

  Focus groups offer a valuable platform for qualitative data collection, allowing for nuanced understanding beyond quantitative metrics.

• One-on-One Meetings: Encourage managers to engage in regular one-on-one conversations with their direct reports to discuss their experiences with hybrid work and address any individual needs or concerns.

  These meetings provide an opportunity for personalized feedback and relationship-building, fostering a sense of trust and open communication.

• Anonymous Feedback Channels: Provide employees with anonymous channels to share feedback without fear of reprisal. This is especially important for addressing sensitive issues or concerns that employees may be hesitant to raise publicly.

  Anonymous feedback can uncover hidden challenges and provide valuable insights that might otherwise remain unaddressed.

Actionable Data Analysis

Gathering feedback is only the first step. The collected data must be analyzed systematically to identify trends, patterns, and areas for improvement.

This requires dedicated resources and expertise in data analysis and interpretation.

Key performance indicators (KPIs) related to employee engagement, productivity, and well-being should be tracked and analyzed in conjunction with qualitative feedback to gain a holistic understanding of the hybrid work environment's impact.

Fostering Flexibility and Adaptability

The insights gained from feedback analysis should then be translated into actionable changes to the hybrid work strategy. This requires a willingness to be flexible and adapt to the evolving needs of the organization and its employees.

Rigidity is the enemy of progress in a hybrid work environment.

Iterative Strategy Adjustments

• Pilot Programs: Implement pilot programs to test new initiatives or changes to the hybrid model on a small scale before rolling them out company-wide.

  This allows for experimentation and refinement, minimizing the risk of unintended consequences.

• Regular Reviews: Conduct regular reviews of the hybrid work strategy to assess its effectiveness and identify areas for improvement. These reviews should involve key stakeholders from across the organization, including HR, IT, and management.

• Embrace Change: Cultivate a culture that embraces change and encourages experimentation. Employees should feel empowered to suggest new ideas and challenge the status quo.

  A culture of continuous improvement requires a willingness to learn from both successes and failures.

The Adaptable Organization

Ultimately, the success of a hybrid work model hinges on the organization's ability to adapt and evolve.

By establishing robust feedback mechanisms, analyzing data effectively, and fostering a culture of flexibility, organizations can create a hybrid work environment that meets the needs of both the business and its employees, driving long-term success and sustainability.

Adaptability ensures the hybrid model remains effective and relevant, enabling organizations to thrive in the ever-changing world of work.

Diversity, Equity, and Inclusion (DEI) in Hybrid Work Models

The rise of hybrid work necessitates a structured approach, built on several core pillars. A successful hybrid model is not merely about allowing employees to split their time between home and the office. It requires a holistic strategy, carefully balancing the needs of the organization with the experiences of its workforce. Crucially, this balance must account for diversity, equity, and inclusion (DEI), ensuring that the hybrid work environment fosters opportunity for all.

The implementation of hybrid work models can have both positive and negative impacts on an organization's DEI efforts. It is imperative that businesses proactively address potential pitfalls and harness the opportunities to create a truly inclusive workplace.

The Double-Edged Sword: Impacts on DEI

Hybrid work arrangements, if not carefully managed, can inadvertently exacerbate existing inequalities within an organization. The flexibility afforded by hybrid models may not be equally accessible or beneficial to all employees.

For example, employees with caregiving responsibilities, who are disproportionately women, may feel pressured to work remotely more often, potentially hindering their visibility and opportunities for advancement. This can lead to a two-tiered system where those who are physically present in the office are perceived as more dedicated or valuable.

Furthermore, employees from underrepresented groups may experience increased isolation and reduced access to informal networks and mentorship opportunities, if not actively mitigated. It's essential to acknowledge that hybrid work can amplify pre-existing biases if left unchecked.

However, hybrid models also present unique opportunities to advance DEI. By removing geographical barriers, organizations can tap into a more diverse talent pool, recruiting individuals from different backgrounds and locations.

This can lead to a more representative workforce, enriching the organization with diverse perspectives and experiences. Furthermore, well-designed hybrid policies can accommodate diverse work styles and needs, creating a more inclusive and equitable environment for all employees.

Leveraging DEI Programs for an Equitable Hybrid Workplace

To ensure that hybrid work arrangements promote equality and equity, organizations must implement targeted DEI programs that address the specific challenges and opportunities presented by this model.

Addressing the Visibility Gap

One critical area to focus on is addressing the visibility gap between remote and in-office employees. This can be achieved through several strategies.

• Organizations should strive to create equitable opportunities for remote employees to participate in meetings, projects, and other activities.*

  This may involve investing in technology that facilitates seamless remote collaboration and ensuring that remote employees have access to the same resources and support as their in-office colleagues.

  Mentorship programs can be specifically designed to connect remote employees with senior leaders and provide them with valuable career guidance and support.

  Regular check-ins and performance reviews should focus on output and impact, rather than simply on physical presence in the office.

Fostering Inclusion and Belonging

Creating a sense of inclusion and belonging is paramount in a hybrid work environment. Organizations should actively promote communication and collaboration between remote and in-office employees.

Virtual social events, team-building activities, and employee resource groups can help to foster connections and build relationships. Leaders should be trained to manage hybrid teams effectively, ensuring that all employees feel valued, respected, and heard.

Accommodating Diverse Needs

A truly equitable hybrid workplace must accommodate the diverse needs of its employees. This may involve providing flexible work schedules, offering childcare support, or providing access to mental health resources.

Organizations should conduct regular surveys and feedback sessions to understand the unique challenges and needs of their employees and adjust their policies accordingly. By proactively addressing these issues, organizations can create a hybrid work environment that is truly inclusive and equitable for all.

Auditing and Accountability

Organizations should regularly audit their hybrid work policies and practices to ensure that they are promoting DEI and not inadvertently creating barriers for certain groups of employees.

This may involve analyzing data on employee participation rates, promotion rates, and feedback scores to identify any disparities or inequities. Accountability is also key.

Organizations should hold leaders and managers accountable for promoting DEI within their teams and for creating a workplace where all employees feel valued and respected.

By implementing targeted DEI programs and continuously monitoring their effectiveness, organizations can harness the potential of hybrid work to create a more equitable, inclusive, and successful workplace for all.

Cultivating Expertise: Training for Hybrid Success

The rise of hybrid work necessitates a structured approach, built on several core pillars. A successful hybrid model is not merely about allowing employees to split their time between home and the office. It requires a holistic strategy, carefully balancing the needs of the organization with the evolving expectations of the workforce. Central to this strategy is a robust training program, designed to equip employees with the skills and knowledge necessary to thrive in a hybrid environment.

The Imperative of Remote Collaboration Training

Effective remote collaboration does not occur organically; it is a learned skill. Many employees, accustomed to in-person interactions, may struggle to adapt to the nuances of virtual communication and teamwork. Training programs must address these challenges directly, providing practical guidance on leveraging technology, managing communication effectively, and fostering a sense of connection within distributed teams.

Mastering Communication Channels

A core element of remote collaboration training involves mastering various communication channels. Employees need to understand when to use email, instant messaging, video conferencing, or project management tools. They should also learn how to communicate clearly and concisely in each medium, avoiding ambiguity and ensuring that everyone is on the same page.

Moreover, training should emphasize the importance of active listening and empathy in virtual interactions. It's crucial to understand body language is often lost over video calls. It should encourage employees to be more mindful of their tone and communication style, and to actively seek feedback from colleagues.

Building Trust and Rapport Remotely

Building trust and rapport is often more challenging in a remote setting. Training programs should focus on strategies for fostering connections, such as virtual team-building activities, informal check-ins, and opportunities for social interaction. Encouraging employees to share personal experiences and interests can help to build stronger relationships and a sense of community.

Establishing Common Practices for Hybrid Teams

One of the biggest challenges of hybrid work is ensuring consistency and equity across the organization. Training programs play a critical role in establishing common practices, creating a shared understanding of expectations, and promoting a level playing field for all employees, regardless of their location.

Defining Hybrid Work Norms

Training can help to define clear norms for hybrid work, covering topics such as meeting etiquette, communication protocols, and work-life balance. For example, it may be helpful to establish guidelines for when employees are expected to be available online, how to handle urgent requests, and how to disconnect from work at the end of the day.

Establishing these norms helps prevent misunderstandings. It promotes a sense of fairness and ensures that all employees have the opportunity to succeed.

Standardizing Technology Use

To ensure seamless collaboration, training should also focus on standardizing the use of technology across the organization. This includes providing instruction on how to use collaboration platforms, project management tools, and other essential software. It may also be helpful to create best practices for file sharing, document management, and data security.

By standardizing technology use, organizations can minimize technical glitches, streamline workflows, and ensure that everyone is working from the same playbook.

Promoting Inclusivity and Accessibility

Finally, training programs should address the importance of inclusivity and accessibility in the hybrid workplace. This includes providing guidance on how to create inclusive meetings, ensure that remote employees have access to the same resources as their in-office counterparts, and accommodate the needs of employees with disabilities.

A well-designed training program is not merely an expense; it is an investment in the future of the organization. By equipping employees with the skills and knowledge they need to thrive in a hybrid environment, businesses can unlock the full potential of this new model and create a more productive, engaged, and equitable workforce.

So, there you have it! Navigating the hybrid org can feel like a bit of an adventure, but with the right mindset and strategies, it's totally achievable. Remember, the two key characteristics of a hybrid organization that will truly set you up for success are flexibility and intentional communication. Focus on those, and you'll be well on your way to creating a thriving hybrid workplace. Good luck!