At Growth By Design, we believe intentional choices lead to impactful growth, whether you’re shaping a thriving organization or a meaningful life. Here, we provide the practical information, tools, and frameworks to get you there. Today, let’s talk about what it really takes to design an organization that’s flexible, collaborative, and ready for anything.

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Isn’t Talking About Hybrid Work Old News?

Hybrid work isn’t a trend; it’s the new reality. And if you’re leading a business in 2025, you know the old rules about where and how we work just don’t fit anymore. But just because hybrid is the norm, does not mean it is effective – at least for the majority of companies, yet.

78% of organizations now offer some form of hybrid work, but only 24% say they’re “highly effective” at it, according to Gartner’s 2025 Future of Work report. The difference? The best don’t just offer flexibility – they build it into their DNA.

So What Makes Hybrid Work…Work?

Hybrid work isn’t about splitting time between home and office. It’s about reimagining how your organization creates value – no matter where your people are. The best hybrid organizations don’t just tolerate flexibility; they design for it.

From my own experience (and a few too many virtual happy hours), here’s what separates the thriving hybrid teams from the ones just getting by:

• Intentional connection: The best teams don’t leave collaboration to chance. They schedule regular check-ins, use digital “watercooler” channels, and make space for both work and play.
• Clear communication: Hybrid work exposes every gap in your processes. Great organizations set clear expectations about when and how to communicate. They fill the gaps between the in office catch ups to the remote team to ensure context is shared, quickly.
• Equity of experience: Whether you’re in the office or on your couch, you get the same access to information, opportunities, and recognition. Figma is a great example of htis. They have free, gourmet food in their offices, and ship snack boxes to their remote employees to ensure everyone is fueled regardless of location.
• Outcome focus: It’s not about hours clocked – it’s about outcomes delivered. The shift from “presentism” to performance is real and must be a strong determinant for your ways of working across teams.

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“The future of work is less about where we work and more about how we work together.”

– Erica Keswin

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Hybrid Design As Your Growth Edge

Here’s where it gets interesting for leaders: Hybrid organizations aren’t just more flexible – they’re more resilient and innovative (two words we love at Growth By Design!). A . A 2025 McKinsey study found that companies with effective hybrid models saw a 22% increase in productivity and a 17% boost in employee satisfaction. And Gallup reports that hybrid teams are 25% less likely to experience burnout.

From my own journey, I’ve seen how hybrid work can unlock hidden talent. I’ve collaborated with brilliant people I never would have met let alone worked with if we operated in a traditional office. I’ve watched teams rally around shared goals, not shared geography. But I’ve also seen how easy it is to lose connection if you’re not intentional about it.

Where Your Hybrid Strategy Is Missing the Mark (and How to Get It Right)

The biggest mistake? Treating hybrid as a perk, not a organizational principle designed to maximize your employee’s productivity and satisfaction. Leaders often think, “We’ll just let people work from home a few days a week and call it a day.” But without rethinking your org chart, your communication rhythms, and your culture, you’ll end up with confusion, resentment, and missed opportunities.

Here’s what I’ve learned works:

• Champion flexibility: Trust your people to choose when and where they do their best work—and measure them by outcomes, not hours.
• Prioritize belonging: Create rituals (virtual coffee chats, team shout-outs) that build connection, no matter the location.
• Invest in digital tools: Don’t skimp on tech. The right platforms make collaboration seamless and inclusive.

Key Takeaways You Can Practice Today

1. Run a “Remote-First” Simulation:
   For one week, have your entire leadership team work remotely – even if hybrid is the norm. Document every friction point, miscommunication, or delay. Use this real-world data to redesign processes and policies for true inclusivity.
2. Create Asynchronous Visibility:
   Build a simple, shared dashboard where every team can post what they’re working on, blockers, and wins – updated daily or weekly. This reduces the “out of sight, out of mind” problem and keeps everyone aligned without more meetings.
3. Implement “Core Hours” for Collaboration:
   Instead of expecting everyone to be online 9–5, define 2–3 core hours where everyone is available for live collaboration. Outside of that, trust your team to manage their own schedules for deep work and flexibility.
4. Design “Digital Watercooler” Moments:
   Tack on 5 minutes at the start of your meeting to catch up. Or set up a recurring, optional 15-minute virtual coffee break or themed chat (e.g., “Show & Tell Friday”) to foster spontaneous connection. Participation should be low-pressure, but consistent. It may feel silly at first, but lean in and I promise you’ll see results.
5. Run a “Meeting Audit” Challenge:
   Challenge every team to cut their meetings by 25% for a month. Replace recurring status updates with async check-ins or dashboard updates, and measure the impact on productivity and morale.

These are not just tweaks or feel-good initiatives – they’re bold, practical moves you can test right now to make hybrid work a true growth engine for your organization.

Go Make Your Hybrid Work, Work.

Hybrid work is here to stay. The organizations that thrive will be the ones that stop treating it as an experiment – and start designing for it, intentionally.

So friends if you’re ready to build a team that’s flexible, connected, and built for growth, let’s talk about how to make hybrid work…work for you.

Onward and upward!
Katie