When tackling people issues, gathering as many expert voices, opinions & from-the-ground insights is key if you want to build thriving workplaces that embrace the dynamic nature of each contributor.
It also made me overthink the December publication immensely 🤣 but I reconnected with my focus to bring you a quick reading, value-packed message, as promised.
So here we go! In this publication, I’m answering the call on:
✅ The Hybrid Work debate
✅ 4 proven ways to build flexible workplaces
✅ Data to help you make smart decisions
Embrace Flexibility with Hybrid Work
There are at least 15 religious and cultural holidays in November and December! It’s a busy time. With everyone juggling responsibilities at work and home, the more flexible your schedule is, the better.

Enter the debate on Hybrid Work…
Cracking the code for success in the home vs. office tug of war has proven to be murky because there’s no cookie-cutter solution that will make everyone happy.
The winning strategy? Embrace flexibility.
The data has spoken - companies offering flexible work locations:
👍 Show a 16% higher revenue growth than those with a required office presence
👍 Saw a 21% boost in sales, and…
👍 Enjoyed a 25% lower turnover rate
So, rally your team and collaborate to strike the right balance that aligns with you and the company.
How to Build Strong, Flexible Workplaces Effectively
Full disclosure: I’ve enjoyed a flexible work schedule since 2008 - before it was trendy!
But now that there’s data to confirm that flexible workplaces drive productivity and both attract and retain high-performers, I’m sharing four actionable tips to help you build strong, flexible workplaces effectively:
1️⃣ SET CLEAR EXPECTATIONS THAT EMPHASIZE RESULTS
Challenge: Getting distracted by performative productivity (tasks that make it only appear work is happening).
Action: Set outcome-driven metrics. Whether you like your goals SMART, SMARTER, or FAST, without clear objectives, you’ll have nothing to motivate and engage your employees and no way to assess productivity or performance. (You’ll need this for tip number 4!)
2️⃣ INVEST IN LEADERSHIP DEVELOPMENT AND TEAM EFFECTIVENESS
Challenge: Resetting expectations that physical proximity is required to be a good leader.
Action: It’s not! But, flexible work locations DO present a new level of challenge to navigate relationships effectively. Leading decentralized teams requires an intentional, strategic approach that includes:
Clarity about how you communicate (using email, text, Slack…etc.)
Prioritizing relationship-building (meaningful check-ins)
Having a purpose when it comes to scheduling in-person meetings
3️⃣ EMBRACE FLEXIBILITY WITH GUIDELINES NOT MANDATES
Challenge: Acknowledging that teams function differently and empowering them to optimize productivity and collaboration when it matters (which is all the time).
Action: State your policy using guidelines that:
pinpoint non-negotiables,
connect to business goals, and
empower your team leaders to fine-tune
This strategy is all about staying flexible and steering clear of the "Set and Forget Policy" mindset. (I have a strict “Don’t Set and Forget Policy” policy, but that’s a newsletter for another month).
4️⃣ MONITOR EMPLOYEE PERFORMANCE AND EXPERIENCE
Challenge: Striking the right balance in a flexible work environment is constantly evolving, so you need to know what’s working.
Actions:
Because you’re already a rockstar, you’ve probably established a set of outcome-driven metrics (if not, refer to Tip #1). 🙌 So now you have data to measure what’s working and what isn’t.
Ask for feedback: whether break-room conversations, 1:1’s, or company-wide surveys, ask your employees what’s working and what isn’t and adapt as needed.
Ensure your practices are inclusive. Flexible work improves inclusion and belonging, but it can also introduce the potential for employees to feel invisible.
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