HBR IdeaCast How to Get Out of the Hybrid Work Rut
179 snips
Jun 17, 2025 
Peter Cappelli, a Wharton professor and co-author of the forthcoming book on hybrid work, joins senior HR strategist Ranya Nehmeh to tackle the challenges of hybrid work models. They discuss how these setups often lead to the worst of both worlds. Important insights include the need for intentional management strategies to boost employee engagement and productivity. They also emphasize enhancing workplace culture through better communication and relationship-building in hybrid settings, providing practical tips for companies to succeed in this new normal.
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Remote Work Productivity Varies
- Productivity differences depend on the type of work, especially the need for social interaction in office tasks. - Social exchanges enable informal help and favors that remote work struggles to replicate.
Hybrid Management Needs Rethinking
- Managing remote and hybrid teams requires different approaches than in-person management. - Absence of social ties in hybrid leads to reduced collaboration and less peer support among employees.
Hybrid Work Benefits Are Mixed
- Hybrid work benefits vary by employee type, with some preferring remote and others office for productivity and social connection. - Employers hold the power to decide and should manage hybrid work intentionally to suit organizational needs.