Meghan Opitz’s Post

In today's world, hybrid work is the new norm. But how do we maintain a vibrant company culture when teams are scattered across different locations? BriteCo CEO Dustin Lemick gives us strategies that can help bridge the gap and maintain a thriving workplace culture in his latest Entrepreneur Magazine article. Check out his expert advice here 👇🏻

What's keeping workplace experience managers up at night? We're putting together our next hybrid work roundtable following the great success of previous editions. I reached out to some of our insiders and asked them what's currently top of mind. Here's what I heard: ➡️ The incredible challenge of pleasing both senior executives and the actual people using offices. ➡️ Lagging investment in training and tools to support decentralized and asynchronous work. ➡️ Distributing massively reduced office space across the week (not only Tuesday-Wednesday.) ➡️ Creating a cultural shift, a change of old (my space / I come whenever I want) and new (home office) habits. ➡️ Helping leadership actually understand the need for a cross-disciplinary integrated approach to creating holistic workplace solutions. First off, my sense is that those of us running workplaces are vastly undervaled. Especially now that "return to" office is such a sensitive topic. Second, to other workplace leaders: what's missing?

Building a thriving company culture in a hybrid work environment isnt just about policies; its about fostering genuine connections among team members. Creative competitions, virtual team-building activities, and inclusive communication can weave together the fabric of a strong workplace community. Celebrating achievements and prioritizing flexibility can ensure that everyone, regardless of their location, feels valued and engaged. #remoteworkforce #communication #collaboration

What's the secret to crafting a hybrid work schedule that actually works? Writing for HBR, University of Oklahoma’s Mark C. Bolino explored some of the key issues managers are facing in this brave new world of work, with scheduling issues a recurring theme. Many companies have settled on a schedule of, say, Tuesday to Thursday in the office and Monday and Friday at home. But employees are showing up at the office just briefly and then taking off, a trend known as coffee badging. Managers are also frustrated when employees use their in-office days for things like medical appointments or leave, leaving even less time for actual face-to-face collaboration. The solution? Instead of focusing on how often people should be in the office, shift the focus to when that physical presence is most important. For new hires getting onboarded, or during busy periods when teamwork is crucial, mandate in-person attendance. But be clear about the reasoning - if employees understand why it matters, they're more likely to cooperate. Don’t be that person who schedules an in-office meeting for something that could have been communicated in an email. As reported in WSJ, two senior research fellows at Claremont Graduate University believe they have discovered a sweet spot using what they call the “Drucker rankings”: “It appears that the companies scoring well in the Drucker rankings have discovered a sweet spot [2-3 days in the office, 2-3 days at home] demanding enough in-office time to ensure that employees have a chance to interact spontaneously with colleagues, brainstorm as a group and get exposure to more senior leaders but offering enough flexibility to attract people who don’t want to schlep in five days a week.”

Interesting read and some great tips for leaders and managers to ensure that hybrid working delivers connection and inspires creativity and collaboration. Has your business considered what its workplace proposition is for employees and also to attract talent. With hybrid working here to stay, Gallup discusses the importance in developing a workplace proposition and why 4'C's connection, creativity collaboration and culture are crucial and interrelated reasons and benefits to making the workplace not just a productive space but one that also attracts employees to want to come in. Learn more about the four "Cs" and how to optimise hybrid working for everyone.

This article is accurate but so frustrating! Part of the idea here is our new age of remote/hybrid work means nobody can just have a quick chat anymore. Everything has to be coordinated and we end up with a day full of meetings that completely lock down our schedules. The solution doesn’t have to be “return to office”…I really think we should be advanced enough to figure this out. But it’s a problem that can only be solved by changing our work norms. No individual can change it themselves if the rest of their org is stuck in meeting culture.

As hybrid work models have grown significantly in popularity, the big question for leaders and companies is how to make in-person office time meaningful. The data is clear: employees want to meet in person anywhere from a few days a week to once a month, but only if it's purposeful. Innovative companies are moving away from broad office mandates and focusing on moments that matter — specific events like team development, onboarding, and major project kickoffs. These targeted gatherings balance business needs with social engagement, fostering deeper connections and better teamwork. Office attendance doesn't guarantee engagement. By designing intentional in-person interactions, leaders can create a collaborative and connected workplace that meets employees' needs and preferences. #HybridWork #EmployeeEngagement #CompanyCulture #Leadership

At our recent Talent Leaders Table lunches, we discussed 'moments that matter' and how it's important to ensure your employer brand messaging is on point internally as well as an attraction tool. Do we continue to capture the hearts and minds of our internal people through the employee experience? It would be fair to say that when it comes to hybrid work, we still have quite a long way to go as people prefer to stay at home to work. I find being at home soul-destroying. Not getting out to meet people leaves me lonely, lacking in energy and lost - not to mention that I never get out of trackie daks. So I would be the first into an office any day! But when I get there, what is there for me? An empty office? Nobody to admire the way I put my outfit together? 😁 The few extroverts that just have to be with people but are still on zoom calls with everyone else? We need to create moments that matter when people come into the office. It needs to be purposeful. It needs to drive people to truly want to come into the office. Interactions can be done virtually but are disproportionately beneficial when they happen in person. What are some of the things your company is doing to make those moments matter? https://lnkd.in/gDaFETTj

After several years of embracing the hybrid work model, many companies are making a shift back to the office. While the reasons behind this trend vary—from fostering collaboration to improving productivity—one thing is clear: internal communication plays a critical role in this transition. Here’s how strong internal communication is helping businesses navigate the shift: 1. Managing Expectations and Building Transparency A successful return to the office starts with clear communication. Employees need to understand the why behind the decision. Whether it's about reestablishing culture, improving innovation, or other strategic reasons, companies that explain these motives transparently build trust and help ease the transition. 2. Two-Way Communication Channels It’s not just about sharing information from the top down. Encouraging feedback from employees is crucial. Internal surveys, open Q&A sessions, or even suggestion boxes create an environment where employees feel heard. Their concerns—whether it's about commuting, work-life balance, or health and safety—should be addressed directly. 3. Reinforcing Company Culture Internal communication also plays a key role in rebuilding a sense of community. Many workers returning to the office will be reentering a space that feels different from what they remember. Regular updates, team-building initiatives, and shared success stories can reinforce a company’s values and help people reconnect to its culture. 4. Supporting the Transition with Clear Guidelines Moving from a hybrid model to a fully in-office setup requires new routines and processes. Whether it’s clarifying office hours, setting new meeting cadences, or outlining health protocols, keeping guidelines accessible and easy to follow helps avoid confusion and promotes a smooth transition. 5. Maintaining Flexibility Even if the company is shifting back to in-office work, not all employees will adapt at the same pace. Internal communication channels should remain flexible to accommodate individual needs. Offering support, whether it's through mental health resources or flexible working hours, shows that the company cares about its people while maintaining a strong connection. In a time of transition, communication is the glue that holds everything together. The better companies communicate, the smoother their journey back to the office will be—for everyone. How are you preparing your team for the return to the office? #InternalCommunication #ReturnToOffice #WorkplaceCulture #Leadership #EmployeeEngagement #weareUP2D8