Hybrid Work

We’re no longer talking about “the new normal” or going back to how things were. It’s been years since organizations had to pivot to remote work then pivot again as the world reopened. Now that the dust has settled, one thing is clear: remote and hybrid work aren’t temporary fixes. They’re a core part of how business gets done.

Yet many organizations have approached the situation without a clear plan, and that lack of direction has led to workplace setups that are simply not built to support how teams actually work today.

If you’re navigating flexible work decisions, sustainability should be top of mind. That means putting structure, clarity, and the right systems in place for hybrid collaboration.

The MIT-backed FLOCS framework (Function, Location, Organization, Culture, and Structure) offers a helpful guide for your hybrid workplace planning. Below, we break down each step and explore how your organization’s technology and staff IT training will play a key role in putting structure, clarity, and the right systems in place for hybrid collaboration.

Hybrid Work Is Here—But There’s No One-Size-Fits-All Model

There is no cookie-cutter approach to deploying a flexible work strategy. How it is implemented will vary widely, depending on your distinct operations.

Some organizations let individual departments decide which days they’re in the office or working remotely. Others designate fixed in-office days across the board to streamline meeting schedules and maintain consistency. Some prioritize flexibility by allowing each individual employee to choose when to come in. And for others, the office is reserved for specific purposes, such as meetings, training sessions, or social gatherings.

Your organization will need to factor many dynamics into its hybrid work model considerations, the two most important being

1) your “why”: what is the reason for your shift to a blended way of working with a distributed workforce? and

2) your team’s needs. Staying responsive to the realities of their workflow will go a long way in creating a hybrid strategy that works in practice not just on paper.

Adaptability will be the key to your success. Avoid overly rigid policies and engage in open dialogue. Your new work model should be seen as an evolving experiment, where you are willing to adjust your strategies.

Meet the FLOCS Framework for Hybrid Work

In their book “Remote, Inc.”, researchers Robert C. Pozen and Alexandra Samuel outline the FLOCS Framework as a way to approach hybrid work planning with intention.

Their blueprint doesn’t assume there’s one right answer. Instead, it helps you step back, take stock, and build an approach that reflects how your team actually operates.

Function: What Work Is Being Done?

Start by assessing what your team actually does day to day. If their responsibilities involve deep focus or independent tasks, they may be more productive in a remote work environment. On the other hand, roles that rely heavily on collaboration, real-time problem-solving, or creative brainstorming might benefit from more time spent together in person.

Evaluating each team’s core function helps determine when and if being on-site is necessary. When in-person collaboration isn’t essential, workplace collaboration tools can enable teams to stay connected and efficient from anywhere.

Location: Where Are Your People?

Where work takes place should align with both the tasks at hand and team’s structure. If your team is based in a single metropolitan area, having an office nearby for easy in-person meetings makes sense. However, requiring employees to come into the office when their colleagues are spread across different cities isn’t practical.

Your location shouldn’t just depend on geographical factors: you should also consider organizational values and team needs. If it’s important to you to foster a strong office-based culture, you may feel differently than if greater flexibility is a top priority. Or your organization may need to expand its talent search beyond local hires to meet the demand for specialized skills.

Organization: How Hierarchical Are You?

The structure of your organization needs to be factored into your hybrid work strategy. In a flat organization, remote workers tend to feel closer to the heart of things and more connected to key decision-makers. But in a more hierarchical setup, remote employees might face proximity bias, where those in the office get more attention and opportunities.

To enjoy an effective hybrid work experience, show remote workers that they are just as supported through clear communication and intentional efforts to create an inclusive environment.

Culture: Individual vs. Collective Workstyles

Companies with an individualistic culture tend to adapt more easily to virtual work, while those who prioritize collective values may struggle with online collaboration.

As you build your hybrid work model, it’s important to translate those values into virtual spaces to make it easier for a community-oriented, traditionally in-office culture.

How can your digital workspace mirror the elements of your physical office to create a collaborative, welcoming environment? What are ways you can foster bonding and encourage fun and team spirit?

Scheduling: When Are People Working?

Effective hybrid team management starts with smart scheduling to keep team connections strong. When employees rely on real-time collaboration for shared tasks, aligning working hours and encouraging in-office overlap can make coordination smoother.

For teams spread across time zones or working more independently, it’s helpful to set a few shared windows for live meetings and let the rest unfold asynchronously through messaging platforms, email, or shared documents. Employee scheduling tools can help you manage these rhythms more easily.

Why Technology Is the Backbone of Hybrid Success

A successful hybrid work model shouldn’t just focus on where and when people work. It’s about how they work together.

In a digital-first operational environment, even the most thoughtful strategies can fall flat if you don’t have the right tools or fail to pair them with clear policies, adequate digital literacy training and expert IT support.

Organizations now use technology to underpin all aspects of their operations: robust IT planning for hybrid work will ensure you have a digital infrastructure in place that supports flexibility without sacrificing productivity or security.

When it is properly deployed, maintained and optimized, technology bridges the physical gap between team members and keeps the work moving forward. For example, using well-configured platforms like Microsoft 365 for hybrid teams lets your employees harness integrated tools like Teams, SharePoint, and OneDrive that make file sharing, meetings, and collaboration seamless and secure across locations.

Implement an Effective Hybrid Model with designDATA

While the FLOCS Framework is an invaluable guide for shaping hybrid work strategies, the most effective implementation will always depend on your organization’s specific needs.

Every organization needs to strike the right balance between various factors to align its approach with internal goals and employee well-being. The key concepts here are “equitable” and “intentional.” When hybrid policies are designed as quick fixes or based solely on the loudest voices, they risk solving one issue while creating new ones. Instead, you must engage diverse stakeholders to consider all perspectives and create an inclusive solution.

Strategically leveraging technology can significantly enhance the success of your organization’s hybrid work model. When you partner with designDATA, our experts will collaborate with you to assess and optimize your current technology.

Planning a digital transformation for hybrid work? Contact us to discuss how we can support your flexible, secure, and efficient workplace.