Most hybrid work debates are a waste of time. Not because hybrid work isn’t important—but because most organizations are asking the wrong question. “Remote vs. in-office” is a preference argument and a tactical question, not a hybrid work strategy. Preferences don’t scale. They don’t align teams. And they definitely don’t fix communication or productivity problems. There’s a better,
Let’s start with a truth that may sting a little: most cross-functional drama isn’t about personalities. It’s about systems. And systems require planning and proper execution. When Marketing says, “We had no idea Operations needed that by Tuesday,” or IT rolls their eyes because “nobody told us they were launching,” that’s not (only) a communication problem.
If you’re still measuring performance by hours worked, visible activity, or how often someone’s badge hits the office door, hybrid work isn’t your problem.Your scoreboard is.For decades, traditional, single-location work relied on proxy metrics. We equated presence with productivity. If someone was at their desk at 8:30, stayed until 5:00, and looked busy in between,
The start of a new year is a great time to clean out the digital clutter. But if you’re like many remote workers, the idea of purging hundreds (or thousands) of emails feels like a surefire way to accidentally ghost a colleague, miss a commitment, or delete something that was probably important. While you’re probably
A lot of factors make up whether remote work is a success. But is one factor more important than another? Employee engagement is an important metric, but so’s the ability to work at least part of the time in isolation. You don’t want to be micromanaged, but productivity is important, as is accountability. Work is
I was overhearing a television program the other day, and the hostess was talking about “Love bombing.” This is the action or practice of lavishing someone with attention or affection, especially in order to influence or manipulate them. The first part is great (who doesn’t want to be showered with love and attention?) the second
If you’ve ever dreaded a “performance conversation” because it feels like walking into an ambush—either for you or the employee—you’re not alone. Managing performance in remote and hybrid teams adds layers of complexity to an already stressful situation: distance, fewer informal interactions, and the ever-present potential for miscommunication. But with thoughtful adjustments, leaders can manage
Even after years of working remotely, too many virtual meetings still miss the mark. Leaders tell me they’re frustrated by low engagement, wandering discussions, and people who seem more focused on their inbox than the agenda. But, as we have said for years, leading effective virtual meetings isn’t about technology. It’s about leadership. The best
Even when companies have “RTO,” or “in-office first” policies, the numbers (and your own eyes) tell you that people are still not always in the same place at the same time. Leading hybrid teams has become a core competency for today’s leaders—but it’s not without real challenges. Below are five of the biggest concerns I
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