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Leading Hybrid and Remote Teams: A Manual on Benchmarking to Best Practices for Competitive Advantage
Many leaders rely on traditional office-centric collaboration and management styles in managing hybrid teams. Yet research conclusively demonstrates that, instead of incrementally improving on the old-school office-centric approach, the best outcomes in managing hybrid teams comes from adopting a flexible hybrid-first work model. Doing so results in much higher retention, productivity, engagement, innovation, collaboration, cost savings, and risk mitigation.
A hybrid-first model involves best practices adapted specifically to hybrid work contexts. Such best practices include asynchronous brainstorming, remote coworking, virtual water coolers, weekly performance evaluations, addressing proximity bias, and a culture of "Excellence from Anywhere."
This book offers case studies and best practices that you need to make the most effective transition to hybrid work. It relies on the author's interviews with 47 mid-level and 14 senior leaders in 12 companies which he advised on developing and implementing a strategic approach to returning to the office and leading hybrid and remote teams after the pandemic. It also draws upon extensive peer-reviewed and survey research on hybrid and remote work.
Through adopting the methods from this book, your team will excel in retention, productivity, innovation, collaboration, cost savings, and risk management, thus enabling you to seize a competitive advantage in the increasingly-disrupted future of work.
A hybrid-first model involves best practices adapted specifically to hybrid work contexts. Such best practices include asynchronous brainstorming, remote coworking, virtual water coolers, weekly performance evaluations, addressing proximity bias, and a culture of "Excellence from Anywhere."
This book offers case studies and best practices that you need to make the most effective transition to hybrid work. It relies on the author's interviews with 47 mid-level and 14 senior leaders in 12 companies which he advised on developing and implementing a strategic approach to returning to the office and leading hybrid and remote teams after the pandemic. It also draws upon extensive peer-reviewed and survey research on hybrid and remote work.
Through adopting the methods from this book, your team will excel in retention, productivity, innovation, collaboration, cost savings, and risk management, thus enabling you to seize a competitive advantage in the increasingly-disrupted future of work.
101 pages, Kindle Edition
First published May 19, 2021
About the author
Gleb Tsipursky
12 books195 followersDr. Gleb Tsipursky helps leaders use hybrid work to improve retention and productivity while cutting costs. He serves as the CEO of the boutique future-of-work consultancy Disaster Avoidance Experts, which helps organizations adopt a hybrid-first culture, instead of incrementally improving on the traditional office-centric culture.
He authored seven books, including the global best-sellers Never Go With Your Gut: How Pioneering Leaders Make the Best Decisions and Avoid Business Disasters (Career Press, 2019) and The Blindspots Between Us: How to Overcome Unconscious Cognitive Bias and Build Better Relationships (New Harbinger, 2020). His new book is Returning to the Office and Leading Hybrid and Remote Teams: A Manual on Benchmarking to Best Practices for Competitive Advantage (Intentional Insights, 2020). His writing was translated into Chinese, Korean, German, Russian, Polish, Spanish, French, and other languages.
Dr. Tsipursky’s cutting-edge thought leadership was featured in over 650 articles and 550 interviews in prominent venues. They include Harvard Business Review, Fortune, Fast Company, CBS News, CNBC, Entrepreneur, Business Insider, Government Executive, The Chronicle of Philanthropy, Time, Inc. Magazine, Boston Globe, New York Daily News, Fox News, USA Today, Forbes, and elsewhere.
His expertise stems from over 20 years of consulting, coaching, speaking, and training experience on future-proofing, strategic decision making and planning, and cognitive bias risk management. His hundreds of clients include innovative startups, major nonprofits, and Fortune 500 companies from Aflac to Xerox. It also comes from his strong research and teaching background as a behavioral scientist. After spending 8 years getting a PhD and lecturing at the University of North Carolina at Chapel Hill, he served for 7 years as a professor at the Ohio State University’s Decision Sciences Collaborative and History Department. He published dozens of peer-reviewed articles in academic journals such as Behavior and Social Issues and Journal of Social and Political Psychology.
A proud Ukrainian American, Dr. Gleb lives in Columbus, Ohio (Go Bucks!). In his free time, he makes sure to spend abundant quality time with his wife to avoid his personal life turning into a disaster.
Contact him at Gleb[at]DisasterAvoidanceExperts[dot]com, follow him on Twitter @gleb_tsipursky, Instagram @dr_gleb_tsipursky, and register for his free Wise Decision Maker Course https://disasteravoidanceexperts.com/...
He authored seven books, including the global best-sellers Never Go With Your Gut: How Pioneering Leaders Make the Best Decisions and Avoid Business Disasters (Career Press, 2019) and The Blindspots Between Us: How to Overcome Unconscious Cognitive Bias and Build Better Relationships (New Harbinger, 2020). His new book is Returning to the Office and Leading Hybrid and Remote Teams: A Manual on Benchmarking to Best Practices for Competitive Advantage (Intentional Insights, 2020). His writing was translated into Chinese, Korean, German, Russian, Polish, Spanish, French, and other languages.
Dr. Tsipursky’s cutting-edge thought leadership was featured in over 650 articles and 550 interviews in prominent venues. They include Harvard Business Review, Fortune, Fast Company, CBS News, CNBC, Entrepreneur, Business Insider, Government Executive, The Chronicle of Philanthropy, Time, Inc. Magazine, Boston Globe, New York Daily News, Fox News, USA Today, Forbes, and elsewhere.
His expertise stems from over 20 years of consulting, coaching, speaking, and training experience on future-proofing, strategic decision making and planning, and cognitive bias risk management. His hundreds of clients include innovative startups, major nonprofits, and Fortune 500 companies from Aflac to Xerox. It also comes from his strong research and teaching background as a behavioral scientist. After spending 8 years getting a PhD and lecturing at the University of North Carolina at Chapel Hill, he served for 7 years as a professor at the Ohio State University’s Decision Sciences Collaborative and History Department. He published dozens of peer-reviewed articles in academic journals such as Behavior and Social Issues and Journal of Social and Political Psychology.
A proud Ukrainian American, Dr. Gleb lives in Columbus, Ohio (Go Bucks!). In his free time, he makes sure to spend abundant quality time with his wife to avoid his personal life turning into a disaster.
Contact him at Gleb[at]DisasterAvoidanceExperts[dot]com, follow him on Twitter @gleb_tsipursky, Instagram @dr_gleb_tsipursky, and register for his free Wise Decision Maker Course https://disasteravoidanceexperts.com/...
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Displaying 1 - 22 of 22 reviews
May 28, 2021
Worth reading!
I would like to give my heartfelt thanks to Dr. Tsipursky to launch such a thoughtful book. Many feel a desire to go back to the world before the pandemic. In-fact I also fell the same. I appreciate the hybrid-first model which will enable organizations to excel in retention and recruitment, boost productivity, re-energize company culture, gain substantial cost savings & manage a wide variety of risks. I agree many employees prefer to work in a buzz office where they will feel of a full. They preferred to be surrounded by others when they work. Its sad many feel frustrated by challenges in virtual collaboration & communication.
I wish I found this book earlier when I was in my previous office. Then for sure I would recommend this mind-blowingly written book to my ex-boss & suggest him to train his staff to succeed in this hybrid model by helping them understand how to divide their work between collaboration in the office and individual tasks at home. By doing this they would able to boost their virtual and hybrid communication and collaboration skills, also adapt the culture to the new hybrid-first model, including DEI-related issues. Taking these steps would surely maximize competitive advantage in the most important resource and now it’s sure that, I would be benefited by this book If I got this back in my life.
People are suffering disasters daily because they fall into cognitive biases. I am really surprised to know about status quo bias, which is a desire to maintain or get back what people see as the appropriate situation and way of doing things. It’s very true that people’s minds flinch away from accepting the major disruption stemming from the pandemic. In Chapter 5, I found Zoom happy hours is quite interesting. Those who suffer from work-from-home burnout and Zoom fatigue, also felt increasingly disconnected from their employers could join & maintain a good relationship. After all, we human beings are tribal creatures. We long to feel connected & belong to a community. Our work community offers a key source of fulfillment for many of us. I agree with the author that we work together, we support each other, we celebrate each other’s triumphs also we support each other through losses, we connect to something much bigger than ourselves. I also found Digital Co-Working topic quite admirable which I will be taking forward with me.
Would love to recommend this book to my family & friends.
I would like to give my heartfelt thanks to Dr. Tsipursky to launch such a thoughtful book. Many feel a desire to go back to the world before the pandemic. In-fact I also fell the same. I appreciate the hybrid-first model which will enable organizations to excel in retention and recruitment, boost productivity, re-energize company culture, gain substantial cost savings & manage a wide variety of risks. I agree many employees prefer to work in a buzz office where they will feel of a full. They preferred to be surrounded by others when they work. Its sad many feel frustrated by challenges in virtual collaboration & communication.
I wish I found this book earlier when I was in my previous office. Then for sure I would recommend this mind-blowingly written book to my ex-boss & suggest him to train his staff to succeed in this hybrid model by helping them understand how to divide their work between collaboration in the office and individual tasks at home. By doing this they would able to boost their virtual and hybrid communication and collaboration skills, also adapt the culture to the new hybrid-first model, including DEI-related issues. Taking these steps would surely maximize competitive advantage in the most important resource and now it’s sure that, I would be benefited by this book If I got this back in my life.
People are suffering disasters daily because they fall into cognitive biases. I am really surprised to know about status quo bias, which is a desire to maintain or get back what people see as the appropriate situation and way of doing things. It’s very true that people’s minds flinch away from accepting the major disruption stemming from the pandemic. In Chapter 5, I found Zoom happy hours is quite interesting. Those who suffer from work-from-home burnout and Zoom fatigue, also felt increasingly disconnected from their employers could join & maintain a good relationship. After all, we human beings are tribal creatures. We long to feel connected & belong to a community. Our work community offers a key source of fulfillment for many of us. I agree with the author that we work together, we support each other, we celebrate each other’s triumphs also we support each other through losses, we connect to something much bigger than ourselves. I also found Digital Co-Working topic quite admirable which I will be taking forward with me.
Would love to recommend this book to my family & friends.
May 28, 2021
This book "Returning to the Office and Leading Hybrid and Remote Teams" is a book that is much needed especially when working in the work environment. When I saw the title I must admit that I was curious to read it and am glad I did.
I've been in the remote space for years now and I get often penalized by other leaders that my work delivery or progress from my team will not be solid compared to in-person so I thought this book will enlighten me more. You know most leaders usually prefer in-person work. After going through all the case studies in this book am fully equipped to make better choices now.
If I had read this book previously I would have known how to defend myself in arguments that condemn remote teams when I was working on my PR project but now I know better. This book shows that remote workers show substantial productivity gains, cost savings, and risk mitigation which were always the case I was been attacked for by my acquaintances but I didn't have the proof then. I wish I was still with them to tell them this information now on how I was right and how their mental blindspots called cognitive biases were responsible for them thinking this way.
I'm happy to learn that the best approach to returning to the office is the hybrid-first model to enable best practices with some limited full-time remote options. Changing the way we work takes a great deal of energy and effort. The lockdowns caused an emergency shift to remote work. As a result, many employees - and companies - developed sub-optimal patterns of collaboration. By providing company-wide guidance on best practices for hybrid work, and training your employees on doing so, you’ll help upskill them and thus set them up for success for your new permanent set-up. The leader can offer full-time remote options for their workers who can show they can be effective and efficient remotely as this will enable their organizations to excel in retention and recruitment, enhance productivity, gain substantial cost savings, re-energize company culture, and manage a wide range of risks.
I've been in the remote space for years now and I get often penalized by other leaders that my work delivery or progress from my team will not be solid compared to in-person so I thought this book will enlighten me more. You know most leaders usually prefer in-person work. After going through all the case studies in this book am fully equipped to make better choices now.
If I had read this book previously I would have known how to defend myself in arguments that condemn remote teams when I was working on my PR project but now I know better. This book shows that remote workers show substantial productivity gains, cost savings, and risk mitigation which were always the case I was been attacked for by my acquaintances but I didn't have the proof then. I wish I was still with them to tell them this information now on how I was right and how their mental blindspots called cognitive biases were responsible for them thinking this way.
I'm happy to learn that the best approach to returning to the office is the hybrid-first model to enable best practices with some limited full-time remote options. Changing the way we work takes a great deal of energy and effort. The lockdowns caused an emergency shift to remote work. As a result, many employees - and companies - developed sub-optimal patterns of collaboration. By providing company-wide guidance on best practices for hybrid work, and training your employees on doing so, you’ll help upskill them and thus set them up for success for your new permanent set-up. The leader can offer full-time remote options for their workers who can show they can be effective and efficient remotely as this will enable their organizations to excel in retention and recruitment, enhance productivity, gain substantial cost savings, re-energize company culture, and manage a wide range of risks.
May 29, 2021
This book is very relevant for corporate employees these days. My acquaintance told me a story about their work setup, and it stuck with me. She works for a construction company, and when the epidemic struck, they instantly switched to a remote work environment. Of course, there had been significant changes not only on the management side but also on the staff side.
Everything was done remotely, including meetings, activities, and projects, and they even launched a Zoom Happy Hour in the hopes of keeping their employees' enthusiasm, connection, and togetherness online, but things didn't go as planned. After almost a year of Work From Home set-up, they are now back to working at the office and my friend's boss gave her tasks with rules on how it should be done, but my friend has another way of accomplishing it efficiently that will save the company a lot of time and avoid wasting a huge budget considering the current pandemic situation.
This book has many helpful recommendations on how to incorporate employees' inputs, views, and suggestions to make them feel included and a part of the firm, which I believe will benefit the whole organization. If employers get the opportunity to read this, they will be reminded of how to correctly handle such situations, and I am confident that their employee retention rate will improve, as more employees will be inspired to give their all when working, whether in a Work-From-Home or Office setting.
Everything was done remotely, including meetings, activities, and projects, and they even launched a Zoom Happy Hour in the hopes of keeping their employees' enthusiasm, connection, and togetherness online, but things didn't go as planned. After almost a year of Work From Home set-up, they are now back to working at the office and my friend's boss gave her tasks with rules on how it should be done, but my friend has another way of accomplishing it efficiently that will save the company a lot of time and avoid wasting a huge budget considering the current pandemic situation.
This book has many helpful recommendations on how to incorporate employees' inputs, views, and suggestions to make them feel included and a part of the firm, which I believe will benefit the whole organization. If employers get the opportunity to read this, they will be reminded of how to correctly handle such situations, and I am confident that their employee retention rate will improve, as more employees will be inspired to give their all when working, whether in a Work-From-Home or Office setting.
August 4, 2022
The COVID pandemic is one of those (thankfully) rare events that trigger a major inflection point around the world. It's fundamentally changed the way we work and the expectations of employees regarding commuting to an office and working onsite 5 days a week. Dr. Gleb does a great job of illustrating that sentiment, and showing that much of the drive to return to the office is based on cognitive biases of executives as well as basing judgements of measures put in place to handle a crisis rather than truly transformative ways of working.
He makes the case that hybrid and remote work is here to stay, and the companies who will succeed in this space are the ones who adapt to this new reality, and not try to treat remote or hybrid work in the same way is it was on site. In fact, it will be necessary to fundamentally shift many of the ways things are done to get the most of this new environment.
This work provides actionable examples of ways that remote or hybrid work can better enable brainstorming, and ad-hoc collaboration. It also gives clear guidance on many of the biggest concerns that leaders have voiced when insisting that staff returns to the office. Finally it gives a diagnostic that can be used to see how your staff feels about their continuing work environment.
He makes the case that hybrid and remote work is here to stay, and the companies who will succeed in this space are the ones who adapt to this new reality, and not try to treat remote or hybrid work in the same way is it was on site. In fact, it will be necessary to fundamentally shift many of the ways things are done to get the most of this new environment.
This work provides actionable examples of ways that remote or hybrid work can better enable brainstorming, and ad-hoc collaboration. It also gives clear guidance on many of the biggest concerns that leaders have voiced when insisting that staff returns to the office. Finally it gives a diagnostic that can be used to see how your staff feels about their continuing work environment.
May 28, 2021
Great Book!
By reading this book I have gathered a huge knowledge on how
to deal with a pandemic. I think Dr. Gleb has given us a timely and
very informative book. Everybody should read this book to
psychologically improve their selves on managing life in a
pandemic. I would like to thank Dr. Gleb for this great publication.
If I got this book earlier I might take the right decisions in my life
which I believe might be very helpful for me. I give my full focus
on my works so I usually forget to take breaks while working that’s
why I feel so exhausted quickly. I agree that Breaks can boost
energy levels so I think I can do more works if I take a break of 5-
10 minutes of walk.
The “Digital Co-Working” which I think is a great topic on how we
can manage our professional life in this pandemic. I agree that we
can encourage all members of a team to spend an hour or more
per day co-working digitally with our teammates when they’re not
in the office. We can have a chat on Zoom or Microsoft Teams
calls. I think we can get the chance to bond with each other, chat
about how things are going in work and life, ask and answer quick
clarifying questions, and mentor each other as needed by using
this strategy. I’ll definitely apply this idea on my business.
By reading this book I have gathered a huge knowledge on how
to deal with a pandemic. I think Dr. Gleb has given us a timely and
very informative book. Everybody should read this book to
psychologically improve their selves on managing life in a
pandemic. I would like to thank Dr. Gleb for this great publication.
If I got this book earlier I might take the right decisions in my life
which I believe might be very helpful for me. I give my full focus
on my works so I usually forget to take breaks while working that’s
why I feel so exhausted quickly. I agree that Breaks can boost
energy levels so I think I can do more works if I take a break of 5-
10 minutes of walk.
The “Digital Co-Working” which I think is a great topic on how we
can manage our professional life in this pandemic. I agree that we
can encourage all members of a team to spend an hour or more
per day co-working digitally with our teammates when they’re not
in the office. We can have a chat on Zoom or Microsoft Teams
calls. I think we can get the chance to bond with each other, chat
about how things are going in work and life, ask and answer quick
clarifying questions, and mentor each other as needed by using
this strategy. I’ll definitely apply this idea on my business.
May 29, 2021
I really appreciate this book because it will help my employees maximize their potentials. Different approaches are needed for each employee to adapt to the current trend. More companies are shifting to remote staffing and yet, some employees are more comfortable coming to work. This book, thus, will guide me definitely.
I have workers who are mostly parents and It's been a struggle for them to wake up early and go to work and somehow this declines their work performance. If had read this book before, I have kept my good employees and can offer them options by working remotely. Thus, more time with their family.
I am grateful for this book since it will help me facilitate growth and opportunity for my employees. Our employees are our partners in achieving the success of our company, thus, we care about their well-being. We give them a wide variety of options where they can be comfortable working.
I have workers who are mostly parents and It's been a struggle for them to wake up early and go to work and somehow this declines their work performance. If had read this book before, I have kept my good employees and can offer them options by working remotely. Thus, more time with their family.
I am grateful for this book since it will help me facilitate growth and opportunity for my employees. Our employees are our partners in achieving the success of our company, thus, we care about their well-being. We give them a wide variety of options where they can be comfortable working.
May 29, 2021
To be honest, I'm looking for a book that aims to discuss post-covid scenario. This one got my attention. The title says it all and the contents offer a wide array of research-based discussion about the potential shift after the pandemic.
I am currently working at home after being at an office-based work for 10 years. While it's true that the nature of my work deals with sitting in front of a computer for the majority of the day, it feels different to sit side by side with a fellow worker. I see people around me busy doing their tasks and then have lunch and snacks with my officemates are definitely something I cherish. Then, covid came. I am now working at home myself since I'm single and alone in an apartment. It is so weird and a struggle. It's a difficult time for me seeing no one but walls and corners of my apartment.
The book has a lot of scenarios and key points that made me just read it in a day. It's a book worth reading!
I am currently working at home after being at an office-based work for 10 years. While it's true that the nature of my work deals with sitting in front of a computer for the majority of the day, it feels different to sit side by side with a fellow worker. I see people around me busy doing their tasks and then have lunch and snacks with my officemates are definitely something I cherish. Then, covid came. I am now working at home myself since I'm single and alone in an apartment. It is so weird and a struggle. It's a difficult time for me seeing no one but walls and corners of my apartment.
The book has a lot of scenarios and key points that made me just read it in a day. It's a book worth reading!
October 3, 2022
Practical tips and ideas based on data (not opinions)
Many large and small companies, organizations, and corporates are wrestling with the post pandemic work environment. With the pandemic many teams and individuals were forced to work remotely, Now leaders, especially those in top leadership positions, are faced with critically important decisions around “what now.” Does remote work continue, hybrid arrangements, or require all return to work?
Dr. Gleb Tsipursky Leading Hybrid and Remote Teams provides those faced with such critically important decisions a practical and valuable manual based on extensive research that can help guide those decisions. The entire book can be read in two to three hours. Content that I personally found valuable include:
• how various forms of cognitive biases can lead to less-than-optimal decisions related to work environments
• statistics on what employees really want (in terms of work environments)
• information on best practices
• creating what Dr. Tsipursky calls a “Personal User Manual” that includes information and preferences of team members can be useful for team members whether remove, co-located, or hybrid
• building a culture that supports hybrid work
• virtual brainstorming
• a chapter on diversity, equity, and inclusion
• performance evaluations in a hybrid world
• template questions for work arrangement preferences and ongoing remote/hybrid work preferences surveys
Having spent considerable time researching hybrid work, my only regret is that I not first read Dr. Tsipursky’s book first!
Ed Nottingham, PhD, PCC
Consulting and Clinical Psychologist
Author, It’s Not as Bad as It Seems: A Thinking Straight Approach to Happiness
Many large and small companies, organizations, and corporates are wrestling with the post pandemic work environment. With the pandemic many teams and individuals were forced to work remotely, Now leaders, especially those in top leadership positions, are faced with critically important decisions around “what now.” Does remote work continue, hybrid arrangements, or require all return to work?
Dr. Gleb Tsipursky Leading Hybrid and Remote Teams provides those faced with such critically important decisions a practical and valuable manual based on extensive research that can help guide those decisions. The entire book can be read in two to three hours. Content that I personally found valuable include:
• how various forms of cognitive biases can lead to less-than-optimal decisions related to work environments
• statistics on what employees really want (in terms of work environments)
• information on best practices
• creating what Dr. Tsipursky calls a “Personal User Manual” that includes information and preferences of team members can be useful for team members whether remove, co-located, or hybrid
• building a culture that supports hybrid work
• virtual brainstorming
• a chapter on diversity, equity, and inclusion
• performance evaluations in a hybrid world
• template questions for work arrangement preferences and ongoing remote/hybrid work preferences surveys
Having spent considerable time researching hybrid work, my only regret is that I not first read Dr. Tsipursky’s book first!
Ed Nottingham, PhD, PCC
Consulting and Clinical Psychologist
Author, It’s Not as Bad as It Seems: A Thinking Straight Approach to Happiness
May 29, 2021
This book will be very helpful to me in determining a blended type of work schedule. Since employee productivity depends on each employee's personality, thus, this book will serve as my guide on how to efficiently allow them to work in the office and at home.
Had I read this book before, I may have handled well the working mood of my employees. The amount of spending on travel time going to and from work will definitely reduce and maximize their productivity.
Having read this book, I am looking forward to more productive and happier employees. Valuing my best assets is through giving them more options. Valuing my employees is as much as valuing my clients because this will create a motivated workplace.
Had I read this book before, I may have handled well the working mood of my employees. The amount of spending on travel time going to and from work will definitely reduce and maximize their productivity.
Having read this book, I am looking forward to more productive and happier employees. Valuing my best assets is through giving them more options. Valuing my employees is as much as valuing my clients because this will create a motivated workplace.
June 4, 2021
Amazing book!
I would like to thank Dr. Gleb Tsipursky for publishing such an effective book “Returning to the Office” in this pandemic. I believe this book will definitely help me to protect myself from cognitive biases in my professional life. This is a helpful book for me and will help me a lot to keep me on my track.
If I got this book in the past, I could have made my decisions much better and I think I could easily cope up with the New Normal. I have decided to follow the guidelines from this book to avoid dangerous cognitive biases to be successful in my professional career.
I found the most surprising part of this book is “Morning Update”. By reading this book, I have learned to make a good relationship with my co-workers through collaboration. I now believe that Collaboration can help to gain each other’s trust and can also make a good bonding with co-workers. I will take this “Morning Update” lesson included in this book with me to improve my professional life. I feel very lucky to a get chance to read this book. Thank again!
I would like to thank Dr. Gleb Tsipursky for publishing such an effective book “Returning to the Office” in this pandemic. I believe this book will definitely help me to protect myself from cognitive biases in my professional life. This is a helpful book for me and will help me a lot to keep me on my track.
If I got this book in the past, I could have made my decisions much better and I think I could easily cope up with the New Normal. I have decided to follow the guidelines from this book to avoid dangerous cognitive biases to be successful in my professional career.
I found the most surprising part of this book is “Morning Update”. By reading this book, I have learned to make a good relationship with my co-workers through collaboration. I now believe that Collaboration can help to gain each other’s trust and can also make a good bonding with co-workers. I will take this “Morning Update” lesson included in this book with me to improve my professional life. I feel very lucky to a get chance to read this book. Thank again!
June 21, 2021
Reading a book is very important, you are not doing any favors if you are one of those
people who haven't read even part of a book within the past months. I am so thankful that I got to have a chance to read the "Returning to the Office and Leading Hybrid and Remote Teams" book. In this book, you will learn different preferences and views of CEOs and employees in working back to the office after the pandemic vs. working fulltime in a telework setting. You can also check-out the result of the survey here from big companies, that remote workers showed higher or equal productivity than before the pandemic, because it makes the employees more flexible to do the tasks at times that work best for their work/life balance, rather than the traditional 8-hours schedule. By reading this, it helps me realize the advantages of working from home, and what to do when you reach to the point of having the feeling of overworked and burned out.
If I could have read this book earlier, I could have prepared myself better mentally and emotionally from the start. Since the March 2020, I was really eyeing and eager to work from home fulltime for safety purposes. And, when I finally got it, I experienced depression and anxiety. Maybe because of the transition from office based to homebased that really needs an adjustment and additional resources as well. But, I did not allow such to consume me. I find ways to cope with it. Same as what you have stated in the book, to seek for a professional development on how to work effectively. I did an exploration of the things that will help me become motivated while staying at home like having a physical and mental breaks, such as stretching or walking around, to counteract the dangerous effects of prolonged sitting.
I am a bit surprised with the result of the survey here, but somehow I agree to this because this is exactly what I am feeling right now, that if the workers who worked remotely during the pandemic didn’t have substantial work-from-home options after the pandemic, they would be less happy and fulfilled, unwilling to go the extra mile to do the assigned tasks.
people who haven't read even part of a book within the past months. I am so thankful that I got to have a chance to read the "Returning to the Office and Leading Hybrid and Remote Teams" book. In this book, you will learn different preferences and views of CEOs and employees in working back to the office after the pandemic vs. working fulltime in a telework setting. You can also check-out the result of the survey here from big companies, that remote workers showed higher or equal productivity than before the pandemic, because it makes the employees more flexible to do the tasks at times that work best for their work/life balance, rather than the traditional 8-hours schedule. By reading this, it helps me realize the advantages of working from home, and what to do when you reach to the point of having the feeling of overworked and burned out.
If I could have read this book earlier, I could have prepared myself better mentally and emotionally from the start. Since the March 2020, I was really eyeing and eager to work from home fulltime for safety purposes. And, when I finally got it, I experienced depression and anxiety. Maybe because of the transition from office based to homebased that really needs an adjustment and additional resources as well. But, I did not allow such to consume me. I find ways to cope with it. Same as what you have stated in the book, to seek for a professional development on how to work effectively. I did an exploration of the things that will help me become motivated while staying at home like having a physical and mental breaks, such as stretching or walking around, to counteract the dangerous effects of prolonged sitting.
I am a bit surprised with the result of the survey here, but somehow I agree to this because this is exactly what I am feeling right now, that if the workers who worked remotely during the pandemic didn’t have substantial work-from-home options after the pandemic, they would be less happy and fulfilled, unwilling to go the extra mile to do the assigned tasks.
June 25, 2021
Two thumbs up in Returning to the Office and Leading Hybrid and Remote Teams" book. This is such an amazing one worth sharing. When I read the title I honestly don't understand what it means and hesitant to open it. But, when I gave it a try, I rushed to the page where survey results conducted by top leaders, which showed that those working from home gained more work/life balance and flexibility. I was also become interested in learning about performance evaluation system, which the employer could definitely change this by not relying on time worked, but instead focus on employee's productivity since they are working remotely.
If only I find this book earlier, I could have addressed the work-from-home burnout and Zoom fatigue immediately. I could have suggested earlier to my lead to have a training in virtual communication and collaboration to fix the issue and achieve harmonious relationship towards co-workers. Been suffering this for a year when I shifted to a telework setting. I suffered in communication and collaboration towards my colleagues, which resulted to become unproductive and have low self-esteem.
One thing that amazes me is the "Morning Update" idea. Thanks for sharing this. Indeed, it provides a good balance for building relationships and cultivating trust that fits the different preferences and personalities of the company’s employees.
If only I find this book earlier, I could have addressed the work-from-home burnout and Zoom fatigue immediately. I could have suggested earlier to my lead to have a training in virtual communication and collaboration to fix the issue and achieve harmonious relationship towards co-workers. Been suffering this for a year when I shifted to a telework setting. I suffered in communication and collaboration towards my colleagues, which resulted to become unproductive and have low self-esteem.
One thing that amazes me is the "Morning Update" idea. Thanks for sharing this. Indeed, it provides a good balance for building relationships and cultivating trust that fits the different preferences and personalities of the company’s employees.
August 9, 2022
Gleb does a good job once again discussing the challenges (and ideas for solving them) of hybrid and remote teams, not to mention just the how to of leading groups like these. Invaluable information as we find a new normal, one that should include more than just in person work. The ability to be remote and/or hybrid not only provides lower costs and more flexibility for employers, it also is a huge incentive for the best and brightest employees, as they juggle their work-life balance. That puts managers and group leaders in a scary position, because these new forms do have such a lower perception of control, and this book will likely alleviate some of those fears.
January 9, 2023
In "Leading Hybrid and Remote Teams: A Manual on Benchmarking to Best Practices for Competitive Advantage," Dr. Gleb Tsipursky presents a must-read guide for anyone looking to build and manage successful hybrid teams in the modern workplace. Through a thorough review of research and case studies, the author presents a compelling case for the adoption of a flexible hybrid-first model as the key to success in the post-pandemic world.
The book offers practical advice on how to implement the hybrid-first model, including strategies for surveying employees, revising performance evaluations, and providing training and support for remote workers. The author also emphasizes the importance of fostering a culture of "Excellence from Anywhere," and provides detailed guidance on how to do so.
One of the most valuable aspects of the book is its focus on addressing common challenges that can arise when managing hybrid teams, such as proximity bias and virtual communication issues. The author provides clear, actionable guidance on how to overcome these obstacles and create a truly inclusive and effective work environment.
Overall, "Leading Hybrid and Remote Teams" is an indispensable resource for leaders looking to thrive in the increasingly flexible world of work. Its comprehensive and evidence-based approach offers a wealth of insights and practical advice that will be invaluable for achieving success with hybrid and remote teams.
In "Leading Hybrid and Remote Teams: A Manual on Benchmarking to Best Practices for Competitive Advantage," Dr. Gleb Tsipursky presents a must-read guide for anyone looking to build and manage successful hybrid teams in the modern workplace. Through a thorough review of research and case studies, the author presents a compelling case for the adoption of a flexible hybrid-first model as the key to success in the post-pandemic world.
The book offers practical advice on how to implement the hybrid-first model, including strategies for surveying employees, revising performance evaluations, and providing training and support for remote workers. The author also emphasizes the importance of fostering a culture of "Excellence from Anywhere," and provides detailed guidance on how to do so.
One of the most valuable aspects of the book is its focus on addressing common challenges that can arise when managing hybrid teams, such as proximity bias and virtual communication issues. The author provides clear, actionable guidance on how to overcome these obstacles and create a truly inclusive and effective work environment.
Overall, "Leading Hybrid and Remote Teams" is an indispensable resource for leaders looking to thrive in the increasingly flexible world of work. Its comprehensive and evidence-based approach offers a wealth of insights and practical advice that will be invaluable for achieving success with hybrid and remote teams.
Charles Niswander, Remote-Working since 2019 (Software/AI Engineer)
The book offers practical advice on how to implement the hybrid-first model, including strategies for surveying employees, revising performance evaluations, and providing training and support for remote workers. The author also emphasizes the importance of fostering a culture of "Excellence from Anywhere," and provides detailed guidance on how to do so.
One of the most valuable aspects of the book is its focus on addressing common challenges that can arise when managing hybrid teams, such as proximity bias and virtual communication issues. The author provides clear, actionable guidance on how to overcome these obstacles and create a truly inclusive and effective work environment.
Overall, "Leading Hybrid and Remote Teams" is an indispensable resource for leaders looking to thrive in the increasingly flexible world of work. Its comprehensive and evidence-based approach offers a wealth of insights and practical advice that will be invaluable for achieving success with hybrid and remote teams.
In "Leading Hybrid and Remote Teams: A Manual on Benchmarking to Best Practices for Competitive Advantage," Dr. Gleb Tsipursky presents a must-read guide for anyone looking to build and manage successful hybrid teams in the modern workplace. Through a thorough review of research and case studies, the author presents a compelling case for the adoption of a flexible hybrid-first model as the key to success in the post-pandemic world.
The book offers practical advice on how to implement the hybrid-first model, including strategies for surveying employees, revising performance evaluations, and providing training and support for remote workers. The author also emphasizes the importance of fostering a culture of "Excellence from Anywhere," and provides detailed guidance on how to do so.
One of the most valuable aspects of the book is its focus on addressing common challenges that can arise when managing hybrid teams, such as proximity bias and virtual communication issues. The author provides clear, actionable guidance on how to overcome these obstacles and create a truly inclusive and effective work environment.
Overall, "Leading Hybrid and Remote Teams" is an indispensable resource for leaders looking to thrive in the increasingly flexible world of work. Its comprehensive and evidence-based approach offers a wealth of insights and practical advice that will be invaluable for achieving success with hybrid and remote teams.
Charles Niswander, Remote-Working since 2019 (Software/AI Engineer)
May 29, 2021
We have different perspectives about the shift from working from home, as a research survey showed employees will likely to leave their job if they continue with the current work from home set up and others are nervous about their job security if the current set up still continues. Certain challenges arose in virtual collaboration and communication, not enough knowledge about technology which leads to inadequate skills among other co-workers. With these, the book also addressed different mental blindspots that each of us can be vulnerable to when transitioning to work-from-home to returning to office.
My sister worked in an office set up and her task involved a lot of paperwork. When the pandemic hit and they are required to work-from-home I heard her complain a lot because of the system they need to adapt. If I had read this book during that time, I would really recommend it to her to be able to give her ideas and she could suggest ways to improve their set up.
I have learned about the functional fixedness cognitive bias in which we have a certain perception of how systems should function, how an object should be used or how people should behave that we tend to ignore other possible functions. The situation presented about this cognitive bias helped me understand what this mental blindspot is all about and guided me to be aware of what is happening.
I also like the different best practices presented in this book such as morning update, digital co-working and most especially physical and mental breaks which are really important to have. My main takeaway in this book was the hybrid-first model in which workers are expected to divide their work activities. Adapting this model can boost productivity, re-energize company culture, offer substantial cost savings and manage a variety of risks.
My sister worked in an office set up and her task involved a lot of paperwork. When the pandemic hit and they are required to work-from-home I heard her complain a lot because of the system they need to adapt. If I had read this book during that time, I would really recommend it to her to be able to give her ideas and she could suggest ways to improve their set up.
I have learned about the functional fixedness cognitive bias in which we have a certain perception of how systems should function, how an object should be used or how people should behave that we tend to ignore other possible functions. The situation presented about this cognitive bias helped me understand what this mental blindspot is all about and guided me to be aware of what is happening.
I also like the different best practices presented in this book such as morning update, digital co-working and most especially physical and mental breaks which are really important to have. My main takeaway in this book was the hybrid-first model in which workers are expected to divide their work activities. Adapting this model can boost productivity, re-energize company culture, offer substantial cost savings and manage a variety of risks.
May 29, 2021
Nice book to read about office culture in this global pandemic and after covid-19. Firstly, I also like to go to the office again for full-time work because work from home is impacting our productivity.
But for the companies, it can’t be possible to allow full-time work from home for everyone, as it has its own limitations. So a hybrid model of work can work effectively for the leaders, CEOs, etc to get optimum results after COVID.
Remote work could be favorable for employees but it can also pose risks to employers to keep their work or information confidential. So risk analysis and security systems are more recommended in work from culture.
Remote work has a competitive advantage for many companies because it has reduced physical expenses in office culture.
I like the concept of morning updates for team members to share about their work or personal life. It is a great practice to make remote work culture effective.
I remembered the time when I was working full-time office work and wished to work from home so many times but the opportunity wasn't available for us but now remote work is a routine exercise for me. I really love to read this book which reveals so many facts about office & remote work.
But for the companies, it can’t be possible to allow full-time work from home for everyone, as it has its own limitations. So a hybrid model of work can work effectively for the leaders, CEOs, etc to get optimum results after COVID.
Remote work could be favorable for employees but it can also pose risks to employers to keep their work or information confidential. So risk analysis and security systems are more recommended in work from culture.
Remote work has a competitive advantage for many companies because it has reduced physical expenses in office culture.
I like the concept of morning updates for team members to share about their work or personal life. It is a great practice to make remote work culture effective.
I remembered the time when I was working full-time office work and wished to work from home so many times but the opportunity wasn't available for us but now remote work is a routine exercise for me. I really love to read this book which reveals so many facts about office & remote work.
May 29, 2021
The book has caught my attention because of the fact that we are fighting the pandemic and in due time we will reach herd immunity. With that being said, the post-pandemic work situation has to be anticipated and planned accordingly. The book never failed to impress me with its content and exceeded my expectations - it's research-based and ideas are well-explained.
I'm working at home right now as an assistant manager and it feels so different working in an office or traditional settings. There are huge adjustments in terms of the workflow, management styles, assessments, and others. But the question would be, what happens after the pandemic? If work-from-home works, is there a need to get back to a traditional office-based setup? These questions are answered after reading the book.
This is a worthwhile read especially for businessmen, leaders, and supervisors who wanted to plan ahead and make the right decisions.
I'm working at home right now as an assistant manager and it feels so different working in an office or traditional settings. There are huge adjustments in terms of the workflow, management styles, assessments, and others. But the question would be, what happens after the pandemic? If work-from-home works, is there a need to get back to a traditional office-based setup? These questions are answered after reading the book.
This is a worthwhile read especially for businessmen, leaders, and supervisors who wanted to plan ahead and make the right decisions.
September 1, 2022
The future of work involves a hybrid-first model...The book is a short (69 pages) but compact collection of some aspects and discussions around the future of office work. It starts with an overview of different studies and surveys from Harvard to Microsoft. It talks about mental blind spots and cognitive biases like status quo, anchoring & illusion of control. It discusses competitive advantages in the new normal like better retention or geographic expansion of the talent pool. It gives hints about bounderies and expectations for home office and proposes tools like asynchronous brainstorming. In the appendix it proposes a couple of survey questions, one could pick to evaluate the situation in your company. One point I didn't like.... the term "work-life balance" was used several times across the book, so I assume the author believes in this concept. In my opinion it is b****t and I would rather discuss work-life blending. So one star off.
June 22, 2021
As a mother with two kids and working at home, I realized that Life - Work balance is extremely important. Not only with our relationships but also our performance at work & quality of life as a whole. It is true that there’s unhealthy expectation once you start your workday in your home office chair and continuously sitting/working with no physical and mental breaks. And so from now on, I will take your advice to have ten minute breaks every hour to counteract the dangerous effect of prolonged sitting.
With the employees who are returning to the office after the pandemic, they have a lot to consider and adjust & employers as well - vise versa. Learning strategies and rebuilding connection among employees, each other and to companies culture. And this book will help you how.
I just learned that if employees are underperforming, it doesn’t mean they should simply work more and violate these boundaries. It might mean they need more professional development in how to work effectively. So for the employers, it is good that to upskill the team/workers. and this will also enable to set them up for the new permanent set up. This is an eyeopener for us that there so many factors to consider and learn.
Include this book in your bucket list today!
With the employees who are returning to the office after the pandemic, they have a lot to consider and adjust & employers as well - vise versa. Learning strategies and rebuilding connection among employees, each other and to companies culture. And this book will help you how.
I just learned that if employees are underperforming, it doesn’t mean they should simply work more and violate these boundaries. It might mean they need more professional development in how to work effectively. So for the employers, it is good that to upskill the team/workers. and this will also enable to set them up for the new permanent set up. This is an eyeopener for us that there so many factors to consider and learn.
Include this book in your bucket list today!
May 29, 2021
This book is very helpful since every person acts differently in every situation thus this book is a great guide to evaluate and assess every difference that each employee or individual has.
If had this book before I have acted differently in my work since the pandemic I have been working online which gives me stress and burnout and eventually turns out to be negative on my part. My productivity and focus on work are greatly affected If I only read this long before I able to address my weakness.
This book a must-read to every individual thus it changes your views and adapts the situation and does the best practices that an employer can give to their employees. I do believe in the Hybrid approach is very effective in returning to the office.
If had this book before I have acted differently in my work since the pandemic I have been working online which gives me stress and burnout and eventually turns out to be negative on my part. My productivity and focus on work are greatly affected If I only read this long before I able to address my weakness.
This book a must-read to every individual thus it changes your views and adapts the situation and does the best practices that an employer can give to their employees. I do believe in the Hybrid approach is very effective in returning to the office.
September 13, 2021
Dr. Gleb Tsipursky's new book "Returning to the Office and Leading Hyrbid and Remote Teams" is a short and helpful guide for employers struggling to make a decision about returning to work. The author clearly did a lot of research about what employers are planning with their workforce. If you're a business leader making decisions about remote or hybrid work for employees, I encourage you to pick up this book. I interview Dr. Gleb Tsipursky on my podcast Transform Your Workplace in September 2021 and I found him to be very knowledgeable and helpful.
September 2, 2022
It's a very practical book with tools and research-based recommendations on how to support virtual and hybrid teams and help them become more innovative, productive and engaged.
I want to give special thanks for the Virtual Asynchronous Brainstorming tool that Gleb describes in the book. I'll definitely be using that.
This book illustrates very well that you can't just put all of your offline practices online. You need to change the processes to fit online communication.
I want to give special thanks for the Virtual Asynchronous Brainstorming tool that Gleb describes in the book. I'll definitely be using that.
This book illustrates very well that you can't just put all of your offline practices online. You need to change the processes to fit online communication.
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