Blogs > Intentional Insights > Transforming the Workplace for Hybrid Work

May 6, 2024

Transforming the Workplace for Hybrid Work

tags: leadership,business,decision making,wise decision making,leadership development,cognitive bias,decision-making process,leaders,work from home,future of work,hybrid work

Hybrid Work

The shifting landscape of hybrid work has become a focal point for businesses worldwide. My interviews with Melissa Jones, Executive Vice President, Chief Human Resources Officer at CSAA Insurance Group, Dan Meyers, Chief Human Resource Officer at Acronis, and Todd Presley, Vice President, Human Resources at Chronicle Books offer a comprehensive view of how diverse companies are navigating this change. Each leader provides unique insights into the benefits and challenges of hybrid work, reflecting the nuances of their respective industries.

CSAA: Championing Flexibility and Nurturing Employee Satisfaction

Melissa Jones, in her role at CSAA Insurance Group, articulated a forward-thinking approach, emphasizing a profound commitment to workplace flexibility. This strategy is not merely about allowing remote work; it’s a cultural shift that prioritizes employee needs and well-being. By enabling 89% of their workforce to operate remotely, CSAA has not only adapted to the new norm but has also excelled in it.

One of the most salient benefits of this flexibility is the remarkable expansion of CSAA’s talent pool. With the geographical constraints lifted, CSAA has tapped into a wealth of diverse talent across the nation. This strategic move has not only brought in fresh perspectives but also fostered a more inclusive and diverse work environment. The ability to recruit from a wider range of locations means that CSAA can now access skills and expertise that were previously beyond their reach.

Jones underscored that this flexibility isn’t merely a logistical arrangement; it’s a core value that resonates throughout the organization. The ability to work remotely has been a significant factor in enhancing employee satisfaction. Employees now enjoy a better work-life balance, less commute stress, and a personalized work environment. This autonomy and trust have led to a more engaged and motivated workforce, which is reflected in their productivity and the quality of their output.

However, transitioning to a predominantly remote workforce brings its own set of challenges, particularly in maintaining team cohesion and connectivity. CSAA addresses this by implementing innovative communication and collaboration tools. Regular virtual meetings, team-building activities, and digital platforms for project management are just a few examples of how they keep their teams connected and collaborative.

Moreover, CSAA has developed strategies to ensure that remote work does not lead to isolation. Initiatives like virtual coffee breaks, online social events, and informal ‘check-in’ chats are designed to foster a sense of community and belonging among remote employees. These efforts help in maintaining the company’s culture and values, even in a dispersed work environment.

Jones’s leadership in this area reflects a deep understanding of the evolving needs of the modern workforce. By prioritizing flexibility and employee satisfaction, CSAA is not just responding to the current climate; they are actively shaping a future where work is more adaptable, inclusive, and fulfilling. This approach positions CSAA as a progressive leader in the corporate world, setting a benchmark for others to follow in the realm of remote work and employee well-being.

Acronis: Mastering the Art of a Global, Distributed Workforce

With the visionary HR leadership of Dan Meyers, Acronis has seamlessly transitioned to a distributed work model, a move accelerated by the pandemic but rooted in a deeper understanding of the evolving corporate landscape. This shift has not only allowed Acronis to navigate the complexities of a global crisis but has also positioned it as a forerunner in the realm of remote work.

The transition to a distributed workforce has been pivotal in maintaining and even enhancing Acronis’s global connectivity. By dispersing its workforce across various geographies, Acronis has leveraged the opportunity to operate across different time zones, thereby maximizing productivity and ensuring continuous workflow. This global distribution has also led to a rich tapestry of cultural diversity within the company, contributing to a more inclusive and dynamic work environment.

Meyers has placed a strong emphasis on cultural integration, a crucial aspect of a distributed workforce. Acronis has implemented various initiatives to ensure that despite the physical distances, employees feel a sense of belonging and unity. This includes celebrating global festivals, conducting cross-cultural workshops, and encouraging employees to share their unique backgrounds and experiences. Such activities not only enhance mutual understanding and respect but also contribute to a vibrant and engaging workplace culture.

Recognizing the potential communication barriers in a distributed setting, Acronis has invested in state-of-the-art communication tools and technologies. Regular video conferences, collaborative online platforms, and digital communication channels have become the norm. But more than just tools, Meyers underscores the importance of effective communication strategies — clear, concise, and inclusive communication that ensures every team member, irrespective of their location, is on the same page.

Another key focus area for Meyers has been continuous skill development. In a distributed workforce, staying updated with the latest trends and technologies is vital. Acronis provides various training programs, online courses, and professional development opportunities to ensure its employees are not just coping but thriving in this new work environment. This emphasis on continuous learning helps Acronis in maintaining a competitive edge and ensures its workforce is adaptable and equipped for the challenges of a rapidly changing digital world.

The challenge of maintaining a collaborative environment in a distributed team is met with innovative solutions at Acronis. This includes virtual team-building exercises, collaborative projects, and regular ‘all-hands’ meetings. Meyers is keen on creating opportunities for informal interactions, replicating the ‘water cooler’ conversations of a physical office in a virtual space. This approach helps in breaking down silos and fostering a spirit of teamwork and collaboration.

Another team-building directive which has garnered global support both internally and externally,

is Acronis’ Corporate Social Responsibility (CSR) initiative made possible by the Acronis Cyber Foundation Program. To implement their philanthropic initiatives the Cyber Foundation Program works with an expansive network of non-profit organizations and government institutions. Employees work with partners around the globe to build schools in impoverished areas, deliver IT skills training, and other educational and humanitarian aid for both adults and children.

Acronis’s journey under Meyers’ leadership is a testament to how companies can successfully adapt to a distributed work model. By prioritizing global connectivity, cultural integration, effective communication, continuous skill development, and a collaborative environment, Acronis has not only adapted to the challenges of remote work but has turned them into opportunities for growth and innovation. This proactive and holistic approach positions Acronis as a leader in the distributed workforce paradigm, showcasing a blueprint for success in the modern, interconnected business world.

Chronicle Books: Harmonizing Autonomy with Community

At Chronicle Books, Todd Presley has steered the company towards a nuanced understanding of the hybrid work model, recognizing the delicate equilibrium between individual autonomy and a cohesive community. This approach reflects a deep comprehension of the evolving dynamics in the workplace and a commitment to maintaining the company’s unique culture and values.

Chronicle Books’ hybrid model adeptly combines solitary and collaborative work, catering to the diverse needs and working styles of its employees. This model allows staff to engage in deep, focused work when working remotely while also providing opportunities for in-person collaboration that sparks creativity and innovation. By doing so, Chronicle Books has created an environment where employees can maximize their productivity and job satisfaction.

The flexibility inherent in the hybrid model has proved to be a powerful tool for recruitment, attracting a wide range of talent drawn to this adaptable work structure. This flexibility also empowers employees with a sense of autonomy, giving them control over their work environment and schedule. Such autonomy is not just about where or when work is done; it’s about trusting employees to manage their responsibilities effectively, leading to a more motivated and engaged workforce.

Despite these benefits, Presley acknowledges the challenges that come with this model. Maintaining a sense of community and culture in a hybrid environment is complex, especially when employees are not physically together. To address this, Chronicle Books has implemented regular virtual meet-ups and in-person events that aim to strengthen team bonds and sustain the company’s culture.

Another challenge is establishing consistency in work schedules while respecting the individual needs of employees. Balancing fairness and flexibility is crucial, as it impacts the perception of equity and inclusivity within the company. To navigate this, Chronicle Books has been exploring various scheduling strategies to find an equitable balance that respects individual preferences while meeting organizational goals.

A significant shift advocated by Presley is in management’s approach to assessing employee performance. Moving away from traditional metrics that value visibility and time spent in the office, Chronicle Books is focusing more on output and the quality of work produced. This shift requires a reevaluation of performance metrics and a more results-oriented mindset, which can be a significant cultural shift for any organization.

Chronicle Books, under Presley’s guidance, exemplifies how a company can embrace the hybrid model’s flexibility while maintaining a strong sense of community and shared purpose. By balancing the needs for individual autonomy with the benefits of collaborative work, Chronicle Books is navigating the challenges of this new work environment. The company’s journey reflects an adaptable, employee-centered approach, setting a benchmark for others in the industry on how to harmoniously blend autonomy with a strong community ethos.

Diverse Strategies in Embracing Hybrid Work

As we delve into the hybrid work models of CSAA, Acronis, and Chronicle Books, it becomes apparent that each company has tailored its approach to suit its unique organizational culture and business needs.

CSAA has crafted its hybrid work model with a strong focus on employee satisfaction. By allowing a significant portion of their workforce to operate remotely, they’ve created a culture that values flexibility and employee well-being. This approach has broadened their talent pool and has led to a significant increase in employee satisfaction. The challenge for CSAA lies in maintaining connectivity and cohesion within a virtual workplace, which they address through innovative communication strategies and digital tools.

Acronis, on the other hand, has embraced a distributed workforce model, emphasizing global connectivity and team unity. This approach has allowed them to maintain a continuous workflow across different time zones and leverage cultural diversity within the company. The primary challenge for Acronis is to maintain a collaborative environment across various geographical locations, which they manage through effective communication and continuous skill development initiatives.

Chronicle Books presents a unique approach, focusing on balancing individual autonomy with a strong sense of community. They recognize the importance of both solitary and collaborative work, striving to provide a work environment that caters to both. Their challenge lies in maintaining a consistent work schedule and a sense of shared culture and community in a hybrid setting, which they address through regular virtual and in-person events and reevaluating performance metrics.

Despite their varied approaches, a common thread among these leaders is the recognition of the irreversible shift towards more flexible work arrangements. Technology emerges as a key enabler in this transformation, facilitating diverse work arrangements and helping overcome geographical barriers.

All three companies face the challenge of maintaining corporate culture and ensuring fairness in flexible scheduling. Balancing individual preferences with organizational objectives is a delicate act, requiring innovative solutions and open communication channels. However, the sentiment across these companies is optimistic, with a shared belief in the potential for creative approaches to reshape work practices.

The evolution of work practices, driven by technology, is leading to more adaptable and dynamic workplaces. The experiences of CSAA, Acronis, and Chronicle Books highlight the importance of flexibility, inclusivity, and employee well-being in the modern work environment. As these companies continue to adapt and innovate, they offer valuable insights and models for other organizations navigating the shift to hybrid work.


The journey of these companies underscores the transformative potential of hybrid work models. It shows how diverse approaches can lead to successful outcomes, and how challenges can be turned into opportunities for growth and innovation. The future of work, as seen through the lens of these leaders, is not just about where we work, but how we work — more collaboratively, flexibly, and inclusively. That emphasis on flexibility, collaboration, and inclusivity aligns with the key messages I stress with my clients when helping them figure out their own hybrid work models, and each of the three companies has something valuable to teach anyone trying to determine their approach to hybrid work.


Key Take-Away

CSAA, Acronis, and Chronicle Books illustrate diverse, successful approaches to hybrid work, emphasizing flexibility, inclusivity, and employee well-being, showcasing how adaptable and collaborative work environments can significantly enhance productivity and job satisfaction...>Click to tweet



Image credit: Campaign Creators/unsplash

Originally published in Disaster Avoidance Experts

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


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