Organizations have not yet fully grasped the complex dynamics required for successful hybrid work environments. There are disconnects among employee segments regarding preferred work environments, and leaders may have faulty assumptions about how effectively they’re helping their workforce to adapt.

This misalignment poses a threat to employee wellbeing. Without a deliberate approach, the move to hybrid work can lead to lower morale, greater stress and uncertainty.

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The Impact? 

32%

employees prefer a hybrid work environment, but…

61%

of leaders place more value on in-person work

63%

of leaders support all environments, only 55% of employees agree

40%

of employees do not work in their preferred setting

However, with a data-driven approach, employers can build more resilient and productive enterprises. Our research revealed the importance of establishing clear expectations for how to work in a hybrid workplace, as well as how to lead employees who work fully in-person, remote or in a hybrid environment.

Dealing with ambiguity and uncertainty in different work environments requires leaders to lead with empathy, gratitude, and kindness, while building resilience. To ensure an organization’s workforce is resilient, engaged, and productive, leaders need to understand the complexity of their current hybrid work environment.