Leveraging Information Accessibility for Enhanced Productivity in Hybrid and Remote Work

3 min read
enhanced productivity in hybrid and remote work

As we navigate the new normal of hybrid and remote work, employees must learn to access information quickly and easily to maintain high productivity levels. In a recent interview with Dan Mallin, Founder and CEO of Lucy, we discussed the challenges and potential solutions for optimizing employee capabilities in this evolving work landscape.

The Importance of Streamlined Access to Information

The “new normal” has created a unique set of challenges for employees and organizations alike. Mallin points out that many employees spend up to 25% of their time searching for information, leading to a significant decrease in productivity. This issue is exacerbated in hybrid and remote work arrangements, where employees can’t simply walk over to a colleague’s desk to ask a question or seek clarification. By streamlining access to information, organizations can empower their employees to work more efficiently and effectively, regardless of their location.

As Mallin highlights, one of the challenges of remote work is maintaining a strong company culture. When employees are scattered across various locations, it’s important to find creative ways to foster camaraderie, teamwork, and a sense of belonging. In the spirit of this, Mallin shares an example of how his own company has adapted its “Beer 30” social event for remote workers, encouraging employees to share photos of their refrigerators and engage in a game to guess whose fridge belongs to whom.

An example that worked for my own clients is remote co-working, where employees dial into a video conference call and work on their individual tasks while having the option to ask questions or seek clarification from their colleagues. This not only fosters a sense of connection but also provides a designated time for information-seeking, reducing interruptions and distractions throughout the workday.

One of the most critical aspects of hybrid work is ensuring that new employees, particularly junior staff members, have the support and resources they need to succeed. My clients find hybrid mentoring programs, in addition to onboarding, which can help new hires acclimate to the company culture and navigate the complexities of their roles. By pairing new employees with a mentor or “buddy,” organizations can create a more seamless transition into the hybrid work environment and facilitate the exchange of knowledge and information.

Tapping into the Power of Existing Knowledge

Mallin highlights the untapped potential of existing company knowledge, much of which lies dormant in documents, presentations, and file servers. In many organizations, valuable information is created, presented, and then stored away, never to be used again. By leveraging AI-driven platforms like Lucy, companies can unlock the hidden value in these repositories, making it easier for employees to access and utilize this wealth of information.

In a hybrid work world where time is money and productivity is paramount, organizations must prioritize streamlined access to information. By implementing creative solutions for collaboration and communication, fostering a supportive company culture, and harnessing the power of existing knowledge, businesses can unlock the full potential of their hybrid workforce and thrive in the new normal.

In a hybrid work environment, promoting effective collaboration and teamwork is crucial to achieving business goals. With employees working from various locations, organizations must invest in tools and technologies that facilitate seamless communication and collaboration. Video conferencing platforms, shared project management tools, and instant messaging apps are just a few examples of solutions that can help bridge the physical gap between team members.

Continuous Learning and Skill Development

In a rapidly changing work environment, continuous learning and skill development are crucial for both employees and organizations. By providing opportunities for professional development, companies can ensure that their workforce remains agile and adaptable to new challenges.

This might include offering access to online courses, webinars, or workshops tailored to the specific needs of remote and hybrid workers. By investing in the growth of their employees, organizations can build a strong foundation for future success in the hybrid work world.

Measuring Productivity and Performance in a Hybrid Workforce

Finally, it’s essential for organizations to establish clear metrics and benchmarks for measuring productivity and performance in a hybrid work environment. While traditional performance indicators may still apply, additional factors should be considered when evaluating remote and hybrid employees.

For example, organizations might assess the speed at which information is accessed and shared, the quality of collaboration, or the effectiveness of virtual meetings. By focusing on these aspects of performance, companies can gain a better understanding of the unique dynamics of their hybrid workforce and make informed decisions about how to optimize their approach.


The hybrid work revolution is upon us, and it is transforming the way businesses operate. To unlock the full potential of this new work model, organizations must prioritize efficient access to information, foster a strong company culture, and adapt their leadership styles. By investing in collaboration, mentorship, and skill development, businesses can ensure that their hybrid workforce remains productive, engaged, and primed for success in the new normal.

Key Take-Away

To succeed in hybrid and remote work, prioritize information accessibility, company culture, collaboration tools, continuous learning, and performance metrics Share on X

Image credit: Pavel Danilyuk/Pexels

Dr. Gleb Tsipursky was lauded as “Office Whisperer” and “Hybrid Expert” by The New York Times for helping 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. Dr. Gleb wrote the first book on returning to the office and leading hybrid teams after the pandemic, his best-seller Returning to the Office and Leading Hybrid and Remote Teams: A Manual on Benchmarking to Best Practices for Competitive Advantage (Intentional Insights, 2021). He authored seven books in total, and is best know for his global bestseller, Never Go With Your Gut: How Pioneering Leaders Make the Best Decisions and Avoid Business Disasters (Career Press, 2019). His cutting-edge thought leadership was featured in over 650 articles and 550 interviews in Harvard Business Review, Forbes, Inc. Magazine, USA Today, CBS News, Fox News, Time, Business Insider, Fortune, and elsewhere. His writing was translated into Chinese, Korean, German, Russian, Polish, Spanish, French, and other languages. His expertise comes from over 20 years of consulting, coaching, and speaking and training for Fortune 500 companies from Aflac to Xerox. It also comes from over 15 years in academia as a behavioral scientist, with 8 years as a lecturer at UNC-Chapel Hill and 7 years as a professor at Ohio State. A proud Ukrainian American, Dr. Gleb lives in Columbus, Ohio. 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 LinkedIn @dr-gleb-tsipursky, Twitter @gleb_tsipursky, Instagram @dr_gleb_tsipursky, Facebook @DrGlebTsipursky, Medium @dr_gleb_tsipursky, YouTube, and RSS, and get a free copy of the Assessment on Dangerous Judgment Errors in the Workplace by signing up for the free Wise Decision Maker Course at https://disasteravoidanceexperts.com/newsletter/.