The Pathway to an effective hybrid workforce

Out of necessity, the concept of a hybrid workforce has gained immense popularity due to the pandemic. However, out of urgency, most companies transitioned to a remote or hybrid workforce “on the fly.” Now companies are trying to build a sustainable hybrid model that balances the flexibility of remote work and the benefits of in-person collaboration to make it as effective and efficient as possible. I will explore a hybrid workforce’s challenges, benefits, and solutions in this article.

The Benefits:

  • Increased Flexibility – One of the primary benefits of a hybrid workforce is the flexibility it offers to employees. Workers can have more control over their schedules, and they can choose to work from home or the office, depending on their needs. This flexibility can improve work-life balance, reduce stress, and increase job satisfaction.
  • Cost Savings – A hybrid workforce can benefit companies by reducing overhead costs associated with maintaining a physical office space. Employers can also save money on utilities, equipment, and office supplies, which can help companies allocate resources more effectively and reduce operating costs.
  • Improved Productivity – Studies have shown remote employees are often more productive than their in-office counterparts. A hybrid workforce can provide employees with the best of both worlds by allowing them to work from home when they need to concentrate on individual tasks and come into the office to collaborate with colleagues. This can lead to increased productivity and efficiency.
  • Expanded Talent Pool – A hybrid workforce can provide companies access to a larger talent pool. Employers can recruit the best candidates, regardless of location, and offer them the flexibility to work remotely. This can lead to a more diverse and inclusive workforce, benefiting the company’s success.

The Challenges

  • Communication – A hybrid workforce can create communication challenges for employees and managers. Working remotely can make it difficult for employees to feel connected to their colleagues and may lead to miscommunication. Managers must also adjust their communication style to ensure remote workers feel included and engaged.
  • Technology Requirements – A hybrid workforce requires employees to have access to the necessary technology to work remotely. This can be a challenge for some employees who may not have access to reliable internet or the latest software. Therefore, companies must provide employees with the necessary tools and resources to work effectively from home.
  • Cultural Differences – A hybrid workforce can also create cultural differences between remote and in-office employees. In-office workers may feel that remote workers are not as committed or are not pulling their weight. Remote workers may feel excluded from company culture and miss out on opportunities for career advancement.
  • Management – Managing a hybrid workforce can be challenging for managers. They need to manage remote and in-office employees effectively, providing opportunities for collaboration and ensuring that remote workers feel included in team meetings and decision-making processes.

Five “must dos” to an effective hybrid workforce

  1. Communication is vital for any workforce and even more important for a hybrid workforce.
    1. Companies must ensure that remote and in-office workers communicate effectively to make a hybrid model work.
    1. Companies should use a combination of communication tools such as email, chat, video conferencing, and phone calls to keep employees connected.
    1. Companies should establish clear communication guidelines to ensure remote workers feel included and engaged.
  2. Technology plays a significant role in the success of a hybrid workforce.
    1. Companies must ensure that their employees have the technology to work remotely. This includes a reliable internet connection, the latest software, and hardware such as laptops, headsets, and webcams.
    1. Companies should also provide employees with training and technical support to ensure they can use the technology effectively.
  3. Trust is essential for a successful hybrid workforce.
    1. Companies must trust their employees to work independently, and remote workers must feel trusted to work effectively from home.
    1. Companies should set clear expectations to build trust, provide regular feedback, and reward employees for their hard work.
    1. Employees should also be free to manage their schedules and work independently.
  4. Collaboration is a critical component of a hybrid workforce.
    1. Companies should create opportunities for remote and in-office workers to collaborate, such as team meetings, video conferences, and group projects. This can help build relationships, promote teamwork, and ensure everyone works towards the same goals.
    1. Companies should also establish clear guidelines for collaboration to ensure that all employees are included.
  5. Strong Culture is essential for a hybrid workforce.
    1. Companies should ensure that remote workers feel connected to the company culture and are included in social events, team-building activities, and training programs. This can help to build a sense of community, improve job satisfaction, and reduce turnover.
  6. Management must learn how to coach and mentor virtually.
    1. Companies must establish expectations for managers and supervisors to conduct coaching and mentoring sessions and one-to-one meetings.
    1. Companies must provide managers and supervisors with agenda templates for one-to-ones and coaching sessions.
    1. Companies must provide supervisors and managers with ideas and samples for team building and after-hours networking sessions.
    1. Companies must provide professional and leadership development opportunities for both in-office and remote employees.
    2. Companies must be very transparent about why some roles and employees are eligible, and some are not for hybrid work. These reasons are not always obvious to all employees.

With the right approach, a hybrid workforce will improve employee satisfaction, reduce costs, achieve business goals, and give the company a hiring and even a competitive advantage, leading to long-term success.


Rich Jones is the Founder/Principal of Leading2Leadership LLC. Before starting his strategic planning agency, he spent over 20 years in leadership roles in the financial services sector. Before becoming an executive in the financial services sector, Rich was an entrepreneur, building and selling two businesses and working for early-stage start-up companies in executive roles in marketing, business development, and seeking investment partners. With more than three decades of experience, he brings innovative thought to companies and executives. Rich published “Leading2Leadership, a Situational Primer to Leadership Excellence.” The book is available on and was designed to be used as a book study for leadership development programs; it breaks leadership skills into manageable situations for discussion and reflection. Rich works with credit unions, CUSOs, and vendors, designing digital, data, culture, marketing, and branding transformation strategies. In 2014, Chosen as a Credit Union Rock Star by CU Magazine, and in 2018, Rich received the Lifetime Achievement Award from CUNA Marketing and Business Development Council. A Marine and graduate of Colorado State University, Jones shares his expertise at

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