As the debate around hybrid working heats up, clashes over return-to-office mandates are becoming more common. But the question no one seems to be asking is: why is there so much disagreement in the first place? Without understanding the root of the conflict, how can we possibly resolve it?
Hybrid working offers incredible flexibility and autonomy, which has become precious to many employees. However, it challenges traditional views of productivity, collaboration, and culture. Until we address this disconnect, hybrid work will remain a point of friction rather than an opportunity to transform the workplace.
For many leaders, the concern is visibility: “How do we know people are working if we can’t see them?” This exposes the real issue – a lack of trust and a reliance on outdated metrics.
To move forward, People leaders must help reframe the conversation to focus on outcomes, not optics.
Data builds bridges
Data is a powerful tool for resolving this tension. Yet, too many businesses aren’t using it effectively. Tools like project management software, CRMs, and OKRs offer clear insights into productivity and performance. For example, if a remote sales team consistently exceeds their targets, the data makes a compelling case for the effectiveness of hybrid work.
When leaders can point to tangible results like revenue growth, improved client satisfaction, or faster project delivery, the hybrid debate shifts from a battle of opinions to a conversation grounded in facts. Data brings clarity, accountability, and the evidence needed to prove hybrid working isn’t a compromise; it’s a competitive advantage.
But data alone isn’t enough.
Communication is key
Too many companies are mandating a return to the office without a compelling “why.” Statements like “It’s better for the business” feel like the grown-up version of “Because I said so.” It’s vague, unconvincing and, frankly, frustrating.
If “better for the business” means faster decisions, increased revenue, or a need for more collaboration – spell it out. Share stories that illustrate the bigger picture and connect your team to the reason behind the request. When people have context and understand the purpose behind change, they’re far more likely to buy into it.
At the same time, we must actively listen to our people. Regular pulse surveys, well-being check-ins, and 1:1 conversations uncover the real concerns driving resistance to change. Listening builds trust and helps refine your hybrid strategy so it works for everyone.
It’s worth mentioning this was a big theme at last week’s MadeBrave Cultural Round Table. One thing was clear during our conversations: brand-building isn’t just about marketing and design. It’s about creating cultures where people thrive. And that starts with communication—giving teams the context, purpose, and space to be heard.
The opportunity to redefine work
Resolving the hybrid conflict requires clarity, trust, and accountability. By using data to back decisions and fostering open communication, People leaders can turn hybrid working from a struggle into an opportunity to rethink what work looks like – for people and businesses alike.
But the real question is: are we, as leaders, brave enough to step beyond “the way we’ve always done it”? Are we listening to what really matters? Are we focusing on the outcomes that move the needle for people and performance?
The future of work isn’t waiting for us to figure it out – it’s ours to shape and it all starts with some good old communication.
