Hybrid work has become a defining feature of the modern workplace and a competitive advantage for recruiting and retaining talent. Yet despite its proven benefits, many organizations continue to struggle with it and aren’t able to realize its full potential.
The problem isn’t hybrid work itself—it’s how it’s being managed. This was a key message from a recent Georgia Commute Options webinar featuring industry experts Kate Lister, president of Global Workplace Analytics, and Pat Mokhtarian, transportation researcher and professor at Georgia Tech. The speakers looked at some of hybrid’s top challenges and what companies can do to help their program thrive.
Skip the recap and watch the webinar
Policy is hybrid … management isn’t
Citing studies from Nicholas Bloom and others, the panelists noted that roughly 30% of U.S. employees now work from home at least one day per week, and among jobs that can be done remotely, about half are hybrid. Those numbers have held steady for nearly two years. The workforce has adjusted. Management, however, largely hasn’t.
Organizations have changed where people work, but not how they manage them, they said. Too many leaders still rely on outdated supervision models built for a 9-to-5, in-office world. For example, they measure presence instead of performance, schedule too many meetings and fail to provide clarity around expectations or team norms.
The result? Frustration on both sides. Employees feel micromanaged or disconnected, while managers struggle to gauge productivity without the visual cues of office activity.
Mistrust at the core
Much of the tension surrounding hybrid work stems from a trust gap. Data consistently shows that employees working remotely are just as (if not more) productive than when they are at the workplace. Yet many leaders remain uneasy when they can’t physically see their teams working.
As many as three in four businesses have not trained their managers to lead hybrid teams, provided best practices for employees or established team or meeting norms. Without those frameworks, uncertainty grows—and managers often default to control instead of connection.
“Managers have always been the linchpin of engagement. In a hybrid environment, their role is even more critical. They set the tone for trust and autonomy.” – Kate Lister, Global Workplace Analytics
Earn the commute
If companies want hybrid work to succeed, they need to rethink what the office is for. That means giving teams clear reasons to come in such as collaboration, community and quiet space for deep thinking, rather than expecting attendance for its own sake or asking people to drive to work just to sit on Zoom calls. In other words, companies need to make it worth employees’ while, or “earn the commute.”
Technology is helping enrich the employee experience. A survey of over 800 business leaders by productivity and workforce management software developer Hubstaff finds that digital tools have transformed the day-to-day of how teams work, supporting administrative tasks, showing who will be in the office, helping teams align schedules and reserving space for group meetings or individual focus time.
Managing outcomes, not observation
The solution starts with a change in perspective. Leadership isn’t managing presence anymore but what’s getting done and how—and evaluating whether or not it works. That requires clearer standards (goals, deadlines and outcomes), shared priorities, communication and new leadership skills such as coaching, empathy and adaptability.
Investing in manager training, setting team-level agreements, and rewarding performance can turn hybrid work from a source of tension into a strategic advantage.
The bottom line
Hybrid work isn’t going away. Successful organizations recognize a simple truth: flexibility without trust doesn’t work.
These and other insights were discussed in the October 30 webinar, How Hybrid Work Is Changing Travel, Talent, and the Workplace, hosted by GCO Flexwork consultants Elham Shirazi and Robin Mack.
Ready to schedule a meeting with our FlexWork team? Email us at telework@gacommuteoptions.com. Our consultation services are free! Or reach out to Robin Mack at 804-513-6946 or Elham Shirazi at 213-248-0030 who can help answer your questions on hybrid work, telework, flexible scheduling, compressed workweeks and more.