Great Lakes Wire

The hybrid work model has become a permanent aspect of many organizations, according to ASE's 2025 Remote Work Pulse Survey. The survey found that 48.2% of Michigan organizations offer formal remote work options for their workforce. Two-day hybrid schedules have become common, providing flexibility and increasing employee satisfaction but also presenting challenges for HR professionals in maintaining a cohesive workplace across physical and virtual spaces.

HR teams are focusing on optimizing communication, collaboration, and equity to ensure all employees can contribute equally. Maintaining clear communication is challenging without spontaneous office interactions, so HR must implement protocols for clarity and consistency. Tools like video conferencing platforms and chat applications are crucial, but HR must also support managers in developing effective communication habits.

Collaboration can be hindered by physical separation in a hybrid model. HR can establish norms promoting inclusivity by ensuring virtual meeting links and equitable speaking opportunities. Team-building efforts should be accessible to all employees, with project management platforms making workflows visible.

Equity poses complex challenges due to differing work environments. HR must examine policies to ensure fairness, such as focusing performance evaluations on outcomes rather than presence and auditing promotion practices to prevent overlooking remote employees. Leadership training is essential for managing distributed teams effectively.

The shift to hybrid work is cultural as well as logistical. By addressing communication, collaboration, and equity, organizations can support both business goals and the people who drive them.

Heather Nezich contributed this report through SBAM-approved partner ASE.